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.
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.
Building better relationships with unions should mean there will be no need for strikes.
This will enable employees to defend their rights without the worry of losing their jobs.
New starters will be entitled to paternity and unpaid parental leave from day one.
Eligibility thresholds are being scrapped, extending access to low-paid workers and removing the three-day waiting period.
This should provide stronger financial security for workers facing mass redundancies.
The Fair Work Agency will be introduced to enforce workplace rights and crack down on non-compliance.
Expanded protections for employees who report wrongdoing.
It will become unlawful to dismiss employees and re-engage them on less favourable terms as a negotiation tactic.
Employers will face enhanced legal duties to prevent sexual and third-party harassment at work to create safer spaces for employees.
Fair consultation on how tips are distributed will become mandatory.
A Fair Pay Agreement Body will be launched within the adult social care sector.
Employees will no longer require two years of service to qualify for unfair dismissal rights.
This will help employees balance work with family, health, and any additional responsibilities they have.
Additional safeguards will aim to reduce discrimination and provide clearer rights during pregnancy, maternity leave, and return to work.
Formalised right to time off following the loss of a loved one will bring consistency across all workplaces.
This will include guaranteed hours and notice periods for shift changes.
Employers will need workplace menopause plans and clearer reporting on pay equality.
What counts as ‘reasonable steps’ will be defined, providing clearer guidance to help prevent workplace harassment.
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.
