The government has released a detailed plan of implementation for the Employment Rights Bill. It outlines key measures that will be implemented from 2025 to 2027. The roadmap is part of the government’s “Make Work Pay” (make work pay) strategy. It aims to raise living standards, improve protections for employees, and give employers time to prepare.
The Bill includes a number of significant changes. These include the elimination of the lower earning limit for statutory sickness pay, the right to parental leave and paternity, as well as protection from dismissal due to industrial action. The changes will be implemented in phases to allow businesses to adjust.
Paul Griffin, Director of Employment for EMEA, Norton Rose Fulbright told HR Review, “The roadmap is sure to provide clarity and security for employers and employees as to when these changes will likely take place.” The gradual introduction of changes gives employers time to prepare.
The HR sector has praised the clarity of the roadmap and stressed the importance of a phased implementation and ongoing consultation in order to achieve effective reforms.
Employer planning is supported by a phased implementation
After the Bill’s passage, it is expected that the Strikes Act (Minimum service levels) Act 2023, and the majority of the Trade Union Act 2016, will be repealed, as well as new protections for workers who engage in industrial action.
From April 2026 several major changes will be implemented. The changes include the right to take unpaid paternity and parental leave from the first day, the protection of whistleblowers and the elimination of the lower threshold for statutory sickness pay. At this time, a new Fair Work Agency with the mandate to enforce employment rights will be operational.
In this phase, changes to the trade union legislation are also introduced. These include simplified recognition procedures and workplace balloting. The maximum duration of the protection award will also be doubled to strengthen collective redundancy.
In late 2026, workplace safety and fairness will be given priority.
Employers will have stricter obligations starting in October 2026 to prevent sexual harassment. The new requirements include taking all reasonable measures to prevent harassment in the workplace and to protect against third-party abuse. The regulations will also address firing and rehiring practices, and require consultation with employees over tipping distribution.
The government also plans to implement an agreement on fair pay for adult social services in England. This is intended to improve standards and pay in the sector. Additional trade union measures are expected to extend representatives’ rights and improve access in the workplace.
In 2027, new rights and protections will be introduced.
In 2027, the final phase of implementation will introduce the right to protection against unfair dismissal from the first day of employment. Employers will receive new guidance on what steps they must take to avoid sexual harassment. Action plans for the gender pay gap, menopause and other issues will be encouraged as voluntary initiatives from April 2026.
Other changes include improved protections against dismissal for new mothers and pregnant women, introduction of bereavement leaves, and increased access to flexible work arrangements. The roadmap commits to end exploitative zero-hour contracts by ensuring that workers have the right to predictable hours and stable income.
Sector Reaction to the Roadmap
Peter Cheese, the Chief Executive of the CIPD said: “We requested a clear plan from Government. We’re happy to see that this roadmap was launched today. It will give employers more clarity as they prepare for the largest set of workplace reforms since decades. The gradual phase-in allows for more consultations and updates to policies and practice.”
Neil Carberry (CEO of the Recruitment and Employment Confederation) welcomed the opportunity to engage.
This clear timeline allows for a full and honest consultation on the structure of the new rules. “The Bill offers a great opportunity to update workplace safety in a manner that is reflective of how people currently work, but finding the right balance will be critical to support the Government’s ambitions for growth,” he said.
Paul Nowak, TUC general secretariat, said: “It is welcome that workers can start benefiting from these long-overdue changes later this year. But this timetable needs to be a backup.” We must see these rights put into action as quickly as possible.
They don’t have to wait until the law changes. The employers should work with their staff and unions to implement these changes as soon as possible.
The Government has stated that the government will continue to refine the measures until 2026.
