The Government has published a detailed implementation plan for the Employment Rights Bill, outlining key measures due to come into effect from 2025 through to 2027. The roadmap forms part of its broader “Make Work Pay” strategy, aimed at raising living standards and enhancing protections for workers, while offering employers time to prepare.
The Bill introduces a wide range of changes, including the removal of the lower earnings limit for statutory sick pay, day one rights for parental and paternity leave, and protection against dismissal for taking industrial action. These will be rolled out in stages to give businesses time to adapt.
Paul Griffin, Head of Employment for EMEA at law firm Norton Rose Fulbright, told HRreview, “The roadmap will no doubt provide much needed clarity and security for both employers and employees on when these changes are likely to take effect. The staggered introduction of the changes allows employers the opportunity to prepare.”
Key voices from the HR sector have welcomed the roadmap’s clarity and underlined the importance of a phased approach and continued consultation to ensure effective implementation of the reforms.
Phased implementation to support employer planning
Following the passage of the Bill, the immediate repeal of the Strikes (Minimum Service Levels) Act 2023 and most of the Trade Union Act 2016 is expected, along with new protections against dismissal for workers involved in industrial action.
From April 2026, several high-profile changes will take effect. These include the introduction of day one rights to unpaid parental and paternity leave, new whistleblowing protections, and the removal of the lower earnings threshold for statutory sick pay. A new Fair Work Agency will also become operational at this point, with a remit to enforce employment rights and drive fairness in the workplace.
Changes to trade union legislation will also be introduced in this phase, simplifying recognition procedures and enabling workplace balloting. In addition, collective redundancy protections will be strengthened by doubling the maximum period of the protective award.
Workplace safety and fairness to be prioritised in late 2026
From October 2026, employers will face tighter obligations to prevent sexual harassment. This includes a new requirement to take all reasonable steps to prevent workplace harassment and to ensure protection from third-party abuse. Regulations will also target fire and rehire practices and mandate consultation with workers over tipping distribution.
The Government also plans to implement a fair pay agreement for adult social care in England, intended to raise standards and improve pay within the sector. Further trade union measures will extend rights for representatives and strengthen access within workplaces.
Further protections and new rights introduced in 2027
The final stage of implementation, planned for 2027, will see the introduction of the day one right to protection from unfair dismissal. New guidance will define reasonable steps employers must take to prevent sexual harassment, while action plans on the gender pay gap and menopause will be encouraged on a voluntary basis from April 2026 and formalised a year later.
Additional changes will include enhanced dismissal protections for pregnant women and new mothers, the introduction of bereavement leave, and improved access to flexible working arrangements. The roadmap also commits to ending exploitative zero hours contracts by ensuring workers are entitled to stable hours and predictable income.
Sector reaction to the roadmap
Peter Cheese, Chief Executive of the CIPD, said, “We asked for a clear plan from the Government, so we’re pleased to see this roadmap launched today, which will give employers some more clarity to prepare for the biggest set of workplace reforms in decades. The gradual phase-in will allow time for further consultation and necessary updates to policies and practices.”
Neil Carberry, Chief Executive of the Recruitment and Employment Confederation (REC), welcomed the opportunity for engagement.
“This clear timeline gives room for full and frank consultation on how the new rules will be structured. The Bill is a real opportunity to update workplace protections in a way that reflects how people work today, but getting the balance right will be crucial to supporting the Government’s growth ambitions,” he said.
TUC general secretary Paul Nowak said, “It’s welcome that workers will start to benefit from these long overdue changes from later this year – but this timetable must be a backstop. We need to see these new rights in action as soon as possible.
“Decent employers don’t need to wait for the law to change. They should be working with staff and unions right now to introduce these changes as quickly as possible.It’s time to level up Britain’s workplaces and end the scourge of insecure work.”
With consultations continuing into 2026, the Government has indicated that further refinement of the measures may follow.