Employment Rights Bill Roadmap – What Employers Need to Know

In recent months, we’ve covered the growing momentum behind the UK Government’s pledge to “Make Work Pay” — from our deep dive into the proposed Employment Rights Bill to our analysis of the challenges facing workers on zero-hours contracts and the day one right for unfair dismissal.

Now, in what marks a defining moment for employment law, the Government has published its official roadmap for implementing the most sweeping reforms in decades. This latest update outlines when and how new rights, protections, and obligations will come into force — and it’s essential reading for every employer, HR professional, and employee.

Here’s what you need to know.

Overview

The Employment Rights Bill is part of the Government’s “Plan to Make Work Pay” and represents a major overhaul of UK employment law. The roadmap outlines how and when these changes will be implemented, with a phased approach through 2025 to 2027.

Key Aims

Tackle low pay, poor working conditions, and job insecurity
Deliver a new deal for working people
Support businesses that do the right thing
Empower workers and trade unions

Headline Reforms

Ban on exploitative zero-hours contracts
End to fire and rehire practices
Day one rights to protection from unfair dismissal and parental leave
Removal of Lower Earnings Limit for Statutory Sick Pay
Establishment of a new Fair Work Agency
Simplification of trade union recognition and balloting
Enhanced sexual harassment protections
New gender pay gap and menopause action plans

Implementation Timeline

Immediate (from Royal Assent, 2025)

Repeal of:
- Most of the Trade Union Act 2016
- Strikes (Minimum Service Levels) Act 2023
Removal of the 10-year ballot rule for political funds
Protections against dismissal for industrial action

April 2026

Day one:
- Paternity and unpaid parental leave
- Whistleblowing protections
Statutory Sick Pay reforms
Launch of the Fair Work Agency
Simplified trade union recognition and electronic balloting
Extended protective awards for collective redundancy

October 2026

Fire and rehire ban
Tipping law tightened
Union access strengthened
Employment tribunal time limits extended
New duties on employers to prevent harassment (including by third parties)
Adult Social Care Fair Pay Agreement framework introduced

December 2026

Mandatory Seafarers’ Charter comes into force

2027

Ban on exploitative zero-hours contracts
Day one unfair dismissal rights
Rights for pregnant workers
Regulation of umbrella companies
Reform to collective consultation thresholds
Bereavement leave
Enhanced flexible working rights
Action plans for gender pay gap and menopause (voluntary in 2026, mandatory in 2027)

Consultation and Preparation

Consultations staggered from Summer 2025 to early 2026 on various measures including:
- Zero-hours contracts
- Trade union reforms
- Pregnant worker protections
- Fire and rehire
- Bereavement and flexible leave
Guidance and Codes of Practice will be published in advance
Stakeholders (employers, unions, Acas) will be given time and support to prepare

Enforcement & Support

Strengthened role for:
- Acas (advisory and conciliation)
- Employment Tribunals
- The newly created Fair Work Agency

Philosophy Behind the Reform

Designed to ensure changes work in practice, not just on paper
Government commitment to working with businesses and trade unions
Support a fairer economy that raises standards across the board