The Government have published an Employment Rights Bill Implementation Roadmap that sets out a phased delivery plan for the upcoming changes.
Most changes will not come in soon, as the Government are ‘ensuring that there is a proper business readiness period so that businesses and organisations fully understand the details of our reforms and can prepare long before they come into force’.
Roadmap Summary:
Immediate (awaiting Royal Assent):
- Repeal of the Strikes (Minimum Service Levels) Act 2023 and major parts of the Trade Union Act 2016 (For TUA, some provisions will be repealed via commencement order at a later date); and
- New protections preventing dismissal for participating in industrial action.
In April 2026, reforms such as:
- Statutory Sick Pay (removal of lower earnings limit and waiting period);
- Enhanced whistleblower protections;
- Simplification of the trade union recognition process and digital/workplace balloting systems;
- Fair Work Agency establishment;
- Protective award for collective redundancies (maximum period doubled); and
- Day one paternity leave and unpaid parental leave will come into effect.
In October 2026, reforms such as:
- The ban of unscrupulous fire and rehire practices;
- Bringing forward regulations to establish the Fair Pay Agreement Adult Social Care Negotiating Body;
- Stronger tipping laws;
- ‘All reasonable steps’ requirement for employers to prevent sexual harassment;
- Introducing an obligation on employers not to permit the harassment of their employees by third parties;
- New rights and protections for trade union reps;
- The strengthening of trade unions’ right of access
- Extending protections against detriments for taking industrial action; and
- Employment tribunal time limits will come into effect.
In 2027, reforms such as:
- Gender pay gap and menopause action plans (voluntary from April 2026);
- Rights for pregnant workers;
- Introducing a power to enable regulations to specify steps that are to be regarded as “reasonable”, to determine whether an employer has taken all reasonable steps to prevent sexual harassment;
- Regulation of umbrella companies;
- ‘Day 1’ right – protection from unfair dismissal (Consultations will begin this summer and continue into early 2026);
- Flexible working;
- Bereavement leave;
- Collective consultation threshold;
- Banning exploitative zero hours contracts; and
- Changes to unfair dismissal will come into effect.
Consultations will begin this summer and continue into early 2026. The Government will 'provide more detail on these policies and our timelines for implementation following consultation, with a clear commitment that we aim to work at pace to deliver these tangible benefits to millions of working people.’