1 July 2025 – The UK Government published its official Implementation Roadmap for the Employment Rights Bill, laying out a phased plan to deliver a wide-ranging package of reforms to employment law.
The roadmap confirms a staggered timeline, with changes rolling out from now through to 2027. The reforms cover trade union rights, family leave, workplace protections, and significant new employer obligations. However, headline reforms – including protections for zero-hours contract workers and ‘day one’ unfair dismissal rights – are not expected until 2027.
Below is a summary of the key measures and implementation dates:
Immediately (Following Royal Assent)
- Repeal of the Strikes (Minimum Service Levels) Act 2023 and most of the Trade Union Act 2016
- New legal protections against dismissal for participating in industrial action
April 2026
- Doubling the maximum protective award for collective redundancies, currently 90 days’ uncapped pay per employee
- Introduction of ‘Day 1’ paternity leave and unpaid parental leave
- Enhanced protections for whistleblowers
- Establishment of a new Fair Work Agency
- Improvements to Statutory Sick Pay, including removal of the Lower Earnings Limit and the waiting period
- Simplified processes for trade union recognition
- Electronic and workplace balloting
October 2026
- Ban on controversial ‘fire-and-rehire’ practices
- Launch of a Fair Pay Agreement Negotiating Body for the adult social care sector
- Strengthened laws on tipping practices
- Duty to inform workers of their right to join a trade union
- New employer duty to take ‘all reasonable steps’ to prevent sexual harassment of their employees
- Extended trade union rights, including new rights and protections for trade union reps
2027
- Gender pay gap and menopause action plans (voluntary from April 2026)
- New rights for pregnant workers
- New rights for bereavement leave
- Protections against zero-hours contract abuse, including zero-hours measures to agency workers
- Regulation of umbrella companies
- Introduction of ‘Day 1’ unfair dismissal rights
Consultation Timeline
Consultations on the 2027 measures will begin in summer 2025 and continue into early 2026, allowing time for stakeholder input and legislative drafting.
While the roadmap has been welcomed for its clarity and ambition, there is some surprise and concern that key reforms – such as zero-hours contract protections and day-one unfair dismissal rights – will not be in place until 2027.
The Bill marks one of the most comprehensive employment law reforms in recent history, reflecting a shift towards strengthening worker rights, improving workplace fairness, and modernising industrial relations.
If you have any concerns or questions regarding the upcoming changes to the Employment Rights Bill, please contact our Employment & HR team.
