The UK employment landscape is on the brink of its most significant transformation in decades.
With the government’s Employment Rights Bill Implementation Roadmap, new rights will extend to around 15 million UK workers, reshaping how businesses hire, manage, and support staff. From day one in a job parental leave and sick pay for the lowest earners to new harassment protections, these changes are not just legal compliance issues – they are an opportunity for businesses to strengthen culture, boost retention, and futureproof operational strategy.
While the roadmap promises to “Make Work Pay,” employers will face tighter scrutiny, expanded obligations, and the establishment of a Fair Work Agency with enforcement powers to level the playing field. It is essential for HR leaders, business owners, and managers to act and begin considering the changes, mitigating risks and positioning your organisation as a fair and forward-thinking employer.
The full roadmap: key dates for your diary
To support your planning, here is a clear breakdown of what is coming, when, and what it means for your business:
Immediately after the bill is passed:
Repeal of the Strikes (Minimum Service Levels) Act 2023 and most of the Trade Union Act 2016 to reset union relationships.
Protections against dismissal for taking industrial action to allow workers to defend rights without fear of losing jobs.
April 2026:
Collective redundancy protective award – maximum period doubled for stronger financial security during mass redundancies.
Day one paternity leave and unpaid parental leave for immediate support for working families.
Whistleblowing protections expanded to encourage safe reporting of wrongdoing.
Fair Work Agency launch to enforce labour rights.
Statutory sick pay – removal of lower earnings limit and waiting period, extending entitlement to up to 1.3 million low earners.
Trade union measures – simplifying recognition processes, introducing electronic/workplace balloting.
October 2026:
End exploitative ‘fire and rehire’ practices protecting workers from worsened terms under threat of dismissal.
Fair pay agreement body in adult social care to improve pay and standards.
Tipping law strengthened with mandatory consultation to ensure fair allocation.
Employers required to take “all reasonable steps” to prevent sexual harassment in the workplace.
Protections against third-party harassment extended to public-facing workers.
Further trade union measures strengthening protections for representatives, rights of access, and participation rights.
2027 and beyond:
Gender pay gap and menopause action plans (voluntary from April 2026, expanding in 2027).
Enhanced dismissal protections for pregnant women and new mothers.
Further detailed harassment protections specifying reasonable steps required.
Modern framework for industrial relations to encourage collaboration.
Bereavement leave to support employees during grief with job security.
Changes to zero-hours contracts to ensure stable hours and income.
Day one unfair dismissal protection for all workers.
Improved flexible working rights to support work-life balance.
What should you do now?
Although the roadmap has been issued, a large proportion of the changes haven’t been clearly defined in primary or secondary legislation. Reed will continue to lobby the government to ensure outcomes are for the benefit of UK businesses, employees and the economy.
While the Employment Rights Bill’s measures will phase in gradually, businesses can start to prepare in some areas to ensure they are best placed to manage the changes as they approach.
You could start to audit your employment contracts to ensure they will remain compliant once day one rights to unfair dismissal, paternity leave, and parental leave are introduced. You may need to rethink probation processes, onboarding documents, and related HR practices to manage these new protections while maintaining effective workforce management.
Next, review your policies on sickness, parental leave, redundancy, and flexible working. With statutory sick pay being extended to lower earners and the removal of waiting periods, you will need to consider the financial and operational impacts of these changes on your business and plan accordingly. Similarly, the doubling of the protective award period in collective redundancy situations will require careful handling to reduce the risk of costly disputes.
It will also be essential to refresh your policies and training on harassment and whistleblowing in light of the requirement for employers to take all reasonable steps to prevent sexual harassment, and the extension of protections to include third-party harassment in public-facing roles. A clear, well-communicated framework will not only demonstrate your commitment to compliance but also support a safer and more respectful working environment.
The Employment Rights Bill is not simply a compliance exercise; it is a significant cultural shift in UK employment law. Employers who act now to align their practices with these forthcoming changes will not only mitigate legal risks but also demonstrate leadership in creating a fairer, more resilient workplace that attracts and retains talent.
This week’s roadmap release provides you with ample time to prepare, consultations will be issued in the autumn focusing on topics such as umbrella companies and zero-hours contracts. As an employer you can actively engage with the consultations and provide your side of the story, find out more about the bill here.
