Employment Rights Bill – implementation road map

The Government has this month published an ‘Implementation Roadmap’ for the Employment Rights Bill, setting out a phased plan for the upcoming changes.

Labour’s widely publicised reforms on zero-hour contracts and unfair dismissal rights have been delayed, with implementation unlikely before 2027 at the earliest. Media reports have indicated disagreements between the Treasury and the Department for Business and Trade regarding aspects of the Bill, with concerns about rising unemployment and declining payrolled employment allegedly influencing the timing and extent of the proposed changes.

Immediate changes (pending royal assent)

• Repeal of the Strikes (Minimum Service Levels) Act 2023 and major parts of the Trade Union Act 2016
• New protections preventing dismissal for participating in industrial action.

April 2026

• Protective award for collective redundancies – doubling maximum period
• ‘Day 1’ paternity and unpaid parental leave rights
• Enhanced whistleblower protections
• Establishment of a Fair Work Agency
• Statutory Sick Pay improvements (removal of lower earnings limit and waiting period)
• Simplified trade union recognition and digital/workplace balloting systems.

October 2026

• Ban on fire-and-rehire practices
• Launch of a Fair Pay Agreement Negotiating Body for adult social care
• Strengthened tipping laws
• Employer duty to take ‘all reasonable steps’ to prevent sexual harassment
• Expanded trade union rights.

From 2027 (subject to consultation)

• Mandatory gender pay gap and menopause action plans (voluntary from April 2026)
• Rights for pregnant workers
• Bereavement leave
• Restrictions on zero-hour contracts
• Umbrella company regulation
• ‘Day 1’ unfair dismissal rights.

Consultations on these measures will begin in summer 2025 and continue into early 2026.

Next steps

Employers should monitor updates to the Employment Rights Bill, review and update relevant policies, and plan for staff training. Early preparation will ease compliance as changes are phased in. For tailored advice or support, contact our experienced Employment lawyers.