The Government has published the Employment Rights Bill Implementation Roadmap, setting out timelines for when the key measures in the Bill will come into force.
This roadmap outlines the Government’s preparations for implementing the Bill, which is seen as essential to boosting the economy, raising living standards, and creating opportunities by tackling low pay, poor working conditions, and insecure employment.
Described as the most significant upgrade to workers’ rights in a generation, the Bill introduces landmark changes, including statutory sick pay for up to 1.3 million of the lowest earners and the right to parental and paternity leave from day one. These changes are scheduled to begin taking effect in April 2026.
Lindsey Gaimster, employment solicitor at MD Law, examines the proposed changes and advises that employers should begin engaging with staff and unions now to prepare for the initial implementation deadlines in early 2026.
Key Changes
Once the Bill Has Passed
The following measures are expected to be introduced immediately:
- Repeal of the Strikes (Minimum Service Levels) Act 2023 and most of the Trade Union Act 2016.
- New protections against dismissal for participating in industrial action.
- Removal of the 10-year ballot requirement for trade union political funds.
- Simplification of industrial action and ballot notices.
From April 2026
Proposed changes include:
- Doubling the maximum period for protective awards in collective redundancy situations.
- Introduction of day-one rights to paternity leave and unpaid parental leave.
- Enhanced whistleblowing protections.
- Launch of the Fair Work Agency.
- Removal of the lower earnings limit and waiting period for Statutory Sick Pay (SSP).
- Simplified processes for trade union recognition, including electronic and workplace balloting.
From October 2026
Potential changes include:
- Ending exploitative fire-and-rehire practices.
- Regulations to ensure fair pay in adult social care.
- Strengthening tipping laws.
- Requirement for employers to take all reasonable steps to prevent sexual harassment.
(Link to next employment webinar here?) - Obligation on employers to prevent third-party harassment in all work environments, including public-facing roles.
- Introduction of a two-tier code in public procurement.
- Duty to inform workers of their right to join a trade union.
- Strengthened trade union access rights.
- New rights and protections for trade union representatives.
- Adjustments to employment tribunal time limits.
- Extended protections against detriments for participating in industrial action.
From 2027
Likely reforms include:
- Gender pay gap and menopause action plans (voluntary from April 2026).
- Enhanced dismissal protections for pregnant workers and new mothers.
- Powers to specify what constitutes “reasonable steps” for preventing sexual harassment.
- A modernised industrial relations framework.
- Introduction of bereavement leave.
- Measures to end exploitative use of zero-hours contracts (ZHCs), including for agency workers.
- Day-one rights to protection from unfair dismissal.
- Improved access to flexible working.
- Prohibitions against blacklisting.
- Regulation of umbrella companies.
- Reforms to collective redundancy thresholds.
Consultation Timetable
The Government plans to consult on key measures to provide early clarity and allow time for preparation:
Summer/Autumn 2025
- Reinstatement of the School Support Staff Negotiating Body (SSSNB).
- Creation of a Fair Pay Agreement for the adult social care sector.
- Day-one protection from unfair dismissal, including during statutory probation periods.
Autumn 2025
- Trade union reforms, including:
- Electronic and workplace balloting
- Simplified recognition processes
- Right of access
- Duty to inform workers of union rights
- Ending fire-and-rehire practices
- Regulation of umbrella companies
- Bereavement leave
- Protections for pregnant workers
- Ending exploitative use of Zero Hours Contracts
Winter/Early 2026
- Further trade union reforms, including:
- Protection against detriments for participating in industrial action
- Anti-blacklisting measures
- Strengthened tipping regulations
- Changes to collective redundancy rules
- Reforms to flexible working access
Following these consultations, the Government will finalise its policy positions, implementing changes via regulations, guidance, or Codes of Practice. Some measures may require multiple rounds of consultation.
The Government is aiming to give employers, workers, trade unions, and other stakeholders sufficient time to prepare, with changes scheduled to take effect each year in April and October.
Lindsey added:
“So far, the potential changes have been hard to track for employers, and many feel the reforms will bring additional costs and substantial complexity to their businesses.”
Are you an employer concerned about the potential cost and complexity of these changes? Need advice on how to prepare?
Contact Lindsey Gaimster at MD Law on 0114 299 4890 or email l.gaimster@mdlaw.co.uk
