What does the Employment Rights Bill roadmap mean for employers?
The UK government has officially set out its Employment Rights Bill roadmap, a rough timeline for its plans that will bring major changes to UK employment law over the next few years.
For HR teams and business leaders, this roadmap presents both opportunities and challenges. Here’s an overview of what you need to know.
Employment Rights Bill refresher
The Employment Rights Bill is a key piece of UK legislation aimed at delivering stronger workplace protections and greater fairness for employees. First announced in the Labour Party’s 2024 general election manifesto, the Bill was introduced to Parliament in early 2025.
It plans to introduce reforms, particularly around insecure work, zero-hours contracts, sick pay, and union rights, and is set to reshape employment law over the next two years. The government’s official Employment Rights Bill roadmap, published on 1 July 2025, outlines a phased implementation plan which runs from the immediate passing of the Bill through 2027 and beyond, and should give employers time to prepare for each stage.
As soon as the Bill passes
Repeal of strike/trade union laws
Building better relationships with unions should mean there will be no need for strikes.
Protections against dismissal for taking industrial action
This will enable employees to defend their rights without the worry of losing their jobs.
From April 2026
Day-one employment rights
New starters will be entitled to paternity and unpaid parental leave from day one.
Statutory sick pay (SSP)
Eligibility thresholds are being scrapped, extending access to low-paid workers and removing the three-day waiting period.
Doubling the maximum period of the collective redundancy protective award
This should provide stronger financial security for workers facing mass redundancies.
New regulator
The Fair Work Agency will be introduced to enforce workplace rights and crack down on non-compliance.
Whistleblowing reform
Expanded protections for employees who report wrongdoing.
From October 2026
Ban on ‘fire and rehire’
It will become unlawful to dismiss employees and re-engage them on less favourable terms as a negotiation tactic.
Harassment prevention
Employers will face enhanced legal duties to prevent sexual and third-party harassment at work to create safer spaces for employees.
Tips transparency
Fair consultation on how tips are distributed will become mandatory.
Sector pay deals
A Fair Pay Agreement Body will be launched within the adult social care sector.
From 2027 and beyond
Unfair dismissal rights from day one
Employees will no longer require two years of service to qualify for unfair dismissal rights.
Improving access to flexible working
This will help employees balance work with family, health, and any additional responsibilities they have.
New protections for pregnant employees and new mothers
Additional safeguards will aim to reduce discrimination and provide clearer rights during pregnancy, maternity leave, and return to work.
Bereavement leave as a statutory entitlement
Formalised right to time off following the loss of a loved one will bring consistency across all workplaces.
Zero-hours contract reform
This will include guaranteed hours and notice periods for shift changes.
Menopause and gender pay gap action
Employers will need workplace menopause plans and clearer reporting on pay equality.
Strengthened harassment protections
What counts as ‘reasonable steps’ will be defined, providing clearer guidance to help prevent workplace harassment.
How can employers prepare for the changes?
While the Employment Rights Bill roadmap will introduce reforms gradually, there’s no better time to start preparing than right now. HR teams should begin reviewing employment contracts, workplace policies, and onboarding procedures to ensure they’re ready for the first wave of changes coming in early 2026.
As always, Vero HR is here to help. Whether it’s to support you with compliance, training, or strategic workforce planning, our team of HR experts can guide you through every stage of the roadmap. Contact us today to find out more.