Government Unveils Roadmap for Employment Rights Bill: What It Means for Your Business

The Government has published a detailed roadmap for the Employment Rights Bill, one of the most significant overhauls of UK employment law in decades. First introduced in October 2024, the Bill aims to raise living standards, strengthen workplace protections, and reshape the employer-employee relationship.

It’s estimated that the reforms will impact around 15 million workers - nearly half of the UK workforce. The roadmap outlines a phased rollout, beginning shortly after the Bill receives Royal Assent and extending through to 2027.

Key Changes and Timeline

Immediate (on Royal Assent):

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

• Stronger protections against dismissal for workers involved in industrial action.

From April 2026:

• Statutory Sick Pay (SSP) 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 of protective awards in collective redundancy cases.

• A package of trade union reforms, including simplified recognition and digital balloting.

From October 2026:

• Ban on “fire and rehire” practices.

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

• Strengthened rules on tipping and fair distribution.

• New duties on employers to prevent sexual harassment, including third-party harassment.

• Additional trade union protections.

In 2027:

• Enhanced dismissal protections for pregnant women and new mothers.

• New entitlement to bereavement leave.

• End of exploitative zero-hours contracts, replaced with predictable hours requirements.

• Day one rights to unfair dismissal protection.

• Expanded flexible working rights.

• Gender pay gap and menopause action plans.

• A modernised framework for industrial relations.

Business Implications

For employers, the roadmap represents a fundamental shift in employment law that will require careful planning and proactive adaptation.

• HR strategies and employment contracts should be reviewed well ahead of the first changes in April 2026.

• Businesses in hospitality, retail, and social care - which often rely on flexible contracts or lower-paid workforces - may be especially affected.

• Increased obligations in record-keeping, employee relations, and compliance will add to the administrative burden.

• Stronger protections for trade unions will alter workplace dynamics, making it essential for employers to stay ahead of negotiations and recognition processes.
  

While the staged implementation is designed to provide clarity and lead time, businesses that act early will be best placed to manage risks and maintain workforce stability.

Looking Ahead

The Government has committed to publishing detailed guidance before each phase, alongside additional support via organisations such as Acas. Some areas will also be subject to consultation to ensure the reforms are workable in practice.

For now, employers should begin preparing by:

• Reviewing contracts and HR policies.

• Identifying workforce groups most affected.

• Engaging with legal and HR advisors on compliance strategies.
  

This roadmap signals a new era for employment law in the UK - one where rights are expanded, enforcement is strengthened, and employers must adapt to a more regulated environment.