In one of the most far-reaching employment reforms in decades, the Government has published its roadmap for the phased implementation of the Employment Rights Bill, which was first introduced in October 2024.

The proposals are part of the Government’s wider ‘Make Work Pay’ agenda and ‘Plan for Change’, both designed to improve employment standards and overall the current system of workplace protections by setting out clear obligations for employers.

The scale of the changes is significant, with measure set to affect around half the UK workforce, equating to some 15 million workers.

For businesses, the Bill’s implications will be wide-ranging and while the phased timeline gives some time to prepare, it’s important to understand what’s coming and when you need to comply.

The reforms will be implemented in stages, with the first measures taking effect shortly after Royal Assent, and further waves of change continuing through to 2027. The Government has indicated that guidance and support will be issued in advance of each key date to help businesses understand and implement their new obligations.

Immediate changes (post-Royal Assent):

• Repeal of the Strikes (Minimum Service Levels) Act 2023 and most of the Trade Union Act 2016.
• Protections against dismissal for workers involved in industrial action.

From April 2026:

• Statutory Sick Pay (SSP) eligibility extended by removing the lower earnings limit and waiting period.
• Day one rights to paternity leave and unpaid parental leave.
• New whistleblowing protections.
• Creation of the Fair Work Agency to enforce employment rights.
• Doubling the maximum period of the protective award in cases of collective redundancy.
• A package of trade union measures, including simplifying recognition processes and electronic and workplace ballots.

From October 2026:

• Legislation to ban fire and rehire practices.
• Establishment of a fair pay agreement negotiating body for adult social care in England.
• Strengthened tipping laws, requiring consultation with workers on fair distribution.
• Employers required to take “all reasonable steps” to prevent sexual harassment.
• New duties on employers to prevent third-party harassment.
• Further trade union rights and protections, including stronger safeguards for union reps.

In 2027:

• Enhanced dismissal protections for pregnant women and new mothers.
• Bereavement leave for workers.
• End to exploitative zero-hours contracts, with requirements for predictable hours.
• ‘Day one’ rights to unfair dismissal protection.
• Expanded access to flexible working arrangements.
• Gender pay gap and menopause action plans (to be introduced on a voluntary basis in April 2026).
• Clarified requirements for preventing workplace harassment.
• A modern framework for industrial relations.

What this means for employers
The breadth and pace of reform means that many businesses will need to invest time and resource into reviewing their HR, payroll, and employment practices. Employers will be expected to meet higher standards around employee rights, record-keeping, procedural compliance, and proactive risk management.

For sectors that traditionally rely on flexible workforces – such as hospitality, social care and retail – the removal of zero-hours contracts, enhanced union rights and new fair pay obligations may present operational and financial challenges.

There is also a clear signal that enforcement will become more rigorous, with the creation of the Fair Work Agency set to act as a central body for monitoring compliance and supporting workers.

Taking the initiative
There’s no doubt that the Employment Rights Bill will require significant adjustments for many. But with clear timelines, early action and the right advice, it’s an opportunity to build stronger, more resilient businesses that are prepared for what’s next.

If you’d like to explore what this means for your business or start planning for the changes, we’d be happy to have a conversation.

For further information, see the full roadmap here.