Since last year, we’ve all been watching and waiting with bated breath, to understand more of the details of the Employment Rights Bill, and what to expect over the next 12–18 months as these new rules begin to be implemented.
On 1 July, the Government has unveiled its roadmap setting out how it will deliver its new package of workers’ rights through the plan to “Make Work Pay.”
It also announced 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 – the mission 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.
Highlights of the roadmap include:
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.
- Statutory Sick Pay reforms – removing the lower earnings limit and waiting period
- A package of Trade Union measures -including simplifying trade union recognition process and electronic and workplace balloting to strengthen democracy and participation in the workplace.
October 2026:
- Ending unscrupulous 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.
- Tightening tipping law – to strengthen 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.
- Introducing 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 – 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 hours contracts – to provide workers with stable hours and predictable income.
- ‘Day 1’ 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. This guidance will be made available in advance of implementation deadlines to allow time for familiarisation and preparation.
As we await further updates and guidance, the key message is to keep calm and carry on. Rest assured, we will keep you posted as soon as we know more. If you want to find out more about how to prepare your business in anticipation of these reforms, please contact us!