Following the publication of the Employment Rights Bill in October 2024, the UK Government has unveiled a detailed implementation roadmap. This roadmap sets out a phased schedule for what is being described as one of the most far-reaching reforms to employment law in recent decades.

The aim of these reforms is to enhance workplace protections and improve living standards across the country. It is estimated that the changes will directly affect approximately 15 million workers—around half of the UK workforce.

The legislation forms a key part of the Government’s wider “Make Work Pay” agenda and its broader Plan for Change. It introduces a raft of new entitlements for employees, establishes enhanced enforcement mechanisms, and defines clearer responsibilities for employers.

The Bill, having passed the House of Commons, is currently at Report Stage in the House of Lords.

Key Reforms and Rollout Schedule

The Government intends to implement the Employment Rights Bill in stages, starting shortly after it receives Royal Assent and continuing through to 2027. This staggered rollout is designed to provide employers with clarity and sufficient time to prepare.

Below is a general timeline for when the most significant changes are expected to come into force.

Immediately upon Royal Assent:

  • Repeal of the Strikes (Minimum Service Levels) Act 2023 and most elements of the Trade Union Act 2016

  • Introduction of dismissal protections for workers participating in industrial action

From April 2026:

  • Removal of the lower earnings limit and waiting period for Statutory Sick Pay (SSP) eligibility

  • Day-one entitlement to paternity leave and unpaid parental leave

  • Enhanced whistleblowing safeguards

  • Launch of the Fair Work Agency to enforce employment rights

  • Doubling the maximum protective award period in collective redundancy cases

  • A suite of trade union reforms, including simplified recognition procedures and provision for electronic and workplace ballots

From October 2026:

  • Legislation prohibiting “fire and rehire” practices

  • Establishment of a fair pay agreement body for adult social care in England

  • New tipping laws requiring worker consultation for fair distribution

  • Requirement for employers to take “all reasonable steps” to prevent sexual harassment

  • New legal duties for employers to address third-party harassment

  • Further protections for trade union representatives and enhanced union rights

In 2027:

  • Greater protections against dismissal for pregnant employees and new mothers

  • Statutory bereavement leave

  • Regulation of zero-hours contracts, mandating predictable working patterns

  • ‘Day one’ right to protection from unfair dismissal

  • Broader rights to request flexible working arrangements

  • Introduction of voluntary gender pay gap and menopause action plans (voluntary from April 2026)

  • Clearer employer obligations in preventing workplace harassment

  • Creation of a modernised industrial relations framework

Business Considerations

For employers, the roadmap presents a number of changes requiring strategic planning and proactive adjustments. The Government has confirmed that further guidance will be issued in advance of each key date, supported by advisory services such as Acas.

The forthcoming changes are expected to significantly increase employer obligations in areas like compliance, workforce relations, and procedural documentation. Sectors such as hospitality, social care, and retail—which often operate with flexible or lower-paid employment models—may be particularly affected.

With the first wave of reforms due in April 2026, now is the time for employers to assess their HR policies, employment contracts, and operational risks.

A notable development is the changing dynamic between employers and trade unions. Enhanced access rights and streamlined recognition procedures indicate a stronger role for collective representation moving forward. Additionally, the introduction of day-one employment protections marks a clear shift from existing legal norms.

Preparing for the Future

The Government’s provision of clear timelines and the commitment to publish detailed guidance should assist businesses in navigating these substantial changes. There are also suggestions that ongoing consultations will refine the practical application of some measures.

For complete details and the official timeline, visit: Implementing the Employment Rights Bill – GOV.UK