Employment Rights Bill roadmap published

The government has published the Employment Rights Bill Implementation Roadmap, which sets out timelines for measures in the Bill coming into effect.

About the Employment Rights Bill

Landmark changes delivered through the Employment Rights Bill, including sick pay for up to 1.3 million of the lowest earners, and day one rights to parental and paternity leave, will be introduced from early next year.

The government says that this demonstrates their determination to boost living standards and protections for millions, whilst giving employers the certainty they need to plan for future changes.

The roadmap also announces that the new Fair Work Agency will launch from early next year, creating a level playing field so rogue employers cannot undercut good businesses who comply with the law.

Informed by more than 190 pieces of engagement with businesses and other crucial stakeholders over the last 12 months, a phased approach was taken to give workers clarity and employers time to prepare. Key measures in the Bill will come into effect in 2026 and 2027, whilst further consultations are planned from this year into next.

The reforms are a key part of the government's "Plan for Change", which aims to make the country fit for the future by kick-starting economic growth and boosting productivity.

The rollout of all measures will follow a structured timeline so that stakeholders can plan their time and resources to make sure they are ready when the changes come into effect.

The Bill is currently in progress at the report stage in the House of Lords, which gives all members of the Lords a further opportunity to examine and make amendments to the Bill. After this stage, the Bill will be reprinted to include all agreed amendments and then will move to a third reading in the House of Lords.

Roadmap timeline

After the Bill is passed:

• immediate repeal of the Strikes (Minimum Service Levels) Act 2023 and the majority of the Trade Union Act 2016, to create a better relationship with unions that will prevent the need for strikes;
• protections against dismissal for taking industrial action to ensure workers can defend their rights without fear of losing their jobs.

April 2026:

• collective redundancy protective award - doubling the maximum period of the protective award to provide stronger financial security for workers facing mass redundancies;
• "day one" paternity leave and unpaid parental leave to support working families from the very start of employment;
• whistleblowing protections to encourage reporting of wrongdoing without fear of retaliation;
• Fair Work Agency established to enforce labour rights and promote fairness in the workplace;
• removing the lower earnings limit and waiting period for statutory sick pay;
• a package of trade union measures, including simplifying the trade union recognition process and electronic and workplace balloting to strengthen democracy and participation in the workplace.

October 2026:

• ending fire and rehire practices to protect workers from being forced into worse terms under threat of dismissal;
• regulations to establish the fair pay agreement adult social care negotiating body in England to raise standards and pay in the social care sector;
• strengthening the law on tipping by mandating consultation with workers to ensure fairer tip allocation;
• requiring employers to take "all reasonable steps" to prevent sexual harassment of their employees to create safer, more respectful workplaces;
• introduction an obligation on employers not to permit the harassment of their employees by third parties to extend protections to all work environments, including public-facing roles;
• a package of trade union measures including new rights and protections for trade union representatives, extending protections against detriments for taking industrial action, and strengthening trade unions' right of access.

2027:

• gender pay gap and menopause action plans, introduced on a voluntary basis in April 2026, to promote gender equality and support women's health in the workplace;
• enhanced dismissal protections for pregnant women and new mothers to safeguard job security during pregnancy, maternity leave and a return-to-work period;
• further harassment protections, specifying reasonable steps which will help determine whether an employer has taken all reasonable steps to prevent sexual harassment, and to provide clearer guidance and stronger enforcement against harassment;
• creating a modern framework for industrial relations to build a fairer, more collaborative approach to workplace relations;
• bereavement leave to give workers time to grieve with job security;
• ending the exploitative use of zero-hour contracts to provide workers with stable hours and predictable income;
• "day one" right to protection from unfair dismissal to ensure all workers are treated fairly from the start of employment;
• improving access to flexible working to help people balance work with family, health and other responsibilities.

To ensure employers and workers are in the best possible position when these measures come into effect, the government will produce clear and comprehensive guidance to help organisations navigate the changes. It will be made available in advance of implementation deadlines to allow time for workers and businesses to familiarise themselves with the new requirements and apply the changes.

Comments on the roadmap

Deputy Prime Minister, Angela Rayner, said: "We’re working fast to deliver our promise of better living standards and more money in the pockets of working people as part of our Plan for Change.

"These landmark reforms will kick in within months, demonstrating our commitment to making work pay for millions of workers across the country and delivering real change".

Business Secretary, Jonathon Reynolds, said: "Since the beginning, we have been working with businesses big and small to ensure this Bill works for them, and this roadmap will now give them the clarity and certainty they need to plan, invest and grow.  

"By phasing implementation, our collaborative approach balances meaningful worker protections with the practical realities of running a successful business, creating more productive workplaces where both employees and employers can thrive".

The Advisory, Conciliation and Arbitration Service (ACAS), welcomes the launch of the roadmap, and ACAS Chief Executive Niall Mackenzie said: "We welcome the publication of the Employment Rights Bill roadmap, giving clarity to employers and workers on the timescale for these important changes to employment law. At Acas, we know that good workplace relations is at the heart of resilient, successful organisations and good business. It is encouraging to see the government place employment relations at the heart of its plan to grow the economy.

"Acas will continue to work with the Department for Business and Trade, employers, trades unions and others to support employers and workers. We are proud to be the go-to organisation to help navigate changes to workplace relations through our expert Codes of Practice, guidance and freely available advice".

Unite General Secretary, Sharon Graham, commented: "Workers have been crying out for decent employment rights for decades. While being far from perfect, this bill does go some way towards levelling the playing field.

"It is important that many key collective rights in the bill will come into effect relatively quickly. But it is disappointing that the government has created a long and winding road before other much needed rights come into effect".

For more information on this subject, see:

• Employment Rights Bill;
• Implementing the Employment Rights Bill - Our roadmap for delivering change;
• Next Steps to Make Work Pay;
• Factsheet: Employment Rights Bill - Overview;
• Labour's Plan to Make Work Pay.