On 1st July 2025, we saw the Government publish their hotly anticipated Implementation Roadmap for the Employment Rights Bill, which sets out the timetable for the upcoming changes.
Cumulatively, the raft of collective and individual changes potentially represent one of the biggest reforms to UK Employment Law that we’ve seen in decades.
The changes stand to boost the protection of workers, particularly those in low paid or insecure roles, creating a fairer and more inclusive labour market and better reflecting the realities of the modern world of work.
The definitive dates provided in the roadmap have been widely welcomed by employers – who recognise the wide-scale impact of the changes – and now have certainty on what they’re working towards and when.
It’s perhaps come as a surprise that some of the heavy-hitting, more complex inclusions, such as unfair dismissal rights from day one, have been scheduled for a 2027 implementation.
So, whilst this phased approach does give employers some breathing space to prepare, the exact details, such as draft regulations and guidance, will still be the subject of consultations until at least early 2026. For employers, the changes are a huge shift from current practices – the bill itself consists of over 300 pages and includes 30 measures. There’s a lot to be done.
Larger organisations may need to collaborate between HR, Finance, Legal and Operational functions; rewriting policies, procedures and contracts takes time. Smaller businesses may feel overwhelmed and lack the time or skills to get prepared, especially given the potential for increased scrutiny and stronger repercussions for non-compliance.
The establishment of the Fair Work Agency (FWA) will happen in April 2026, consolidating enforcement functions, such as minimum wage and the Gangmasters and Labour Abuse Authority, enabling a more joined up approach. The FWA will also have additional powers, such as the ability to take legal action against employers even if workers haven’t initiated a claim themselves. They’ve said that they will work to support employers who want to be compliant but will take a strong stance on those who flout the law, levelling the playing field.
Here’s an overview of the timeline:
Immediate (awaiting Royal Assent):
Repeal of the Strikes (Minimum Service Levels) Act 2023 and major parts of the Trade Union Act 2016
New protections preventing dismissal for participating in industrial action
April 2026:
Protective award for collective redundancies – doubling maximum period
‘Day 1’ paternity and unpaid parental leave
Enhanced whistleblower protections
Establishment of a Fair Work Agency
Statutory Sick Pay improvements (removal of lower earnings limit and waiting period)
Simplified trade union recognition and digital/workplace balloting systems
October 2026:
Ban on fire-and-rehire
Launch of a Fair Pay Agreement Negotiating Body for adult social care
Stronger tipping laws
Employer duty to take ‘all reasonable steps’ to prevent sexual harassment
Expanded trade union rights
2027:
Mandatory gender pay gap and menopause action plans (voluntary from April 2026)
Rights for pregnant workers
Bereavement leave
Protections against zero hour contract abuse
Umbrella company regulation
‘Day 1’ unfair dismissal rights
At this stage it’s important to stay informed and start to consider what steps you’ll need to take in order to ready your business for the changes.
The ERB is not to be underestimated – it’s set to be a seismic shift in the employer – worker relationship.
**NOTE - THIS BLOG DOES NOT CONSTITUTE LEGAL ADVICE AND IS PROVIDED AS A GENERAL GUIDE ONLY. ALWAYS SEEK YOUR OWN LEGAL ADVICE**