The Government has published its long-awaited roadmap for implementing the Employment Rights Bill, promising to be the most transformative overhaul of UK employment law in decades.
Covering a wide range of reforms, the Bill is set to completely reshape workers’ rights and employer duties across the country. The implementation plan provides a clear, phased timeline extending through to 2027, providing employers and employees clarity on when they can expect the key changes to take effect.
When will these changes come into force?
The roadmap breaks implementation down into distinct phases, offering employers and workers time to review policies, adjust internal systems, and ensure compliance ahead of each phase.
It is important to note that the Bill has been subject to several proposed amendments. Most notably, the House of Lords have recently passed an amendment replacing the – “day one” unfair dismissal right with a six-month qualifying period. The Bill remains highly susceptible to further changes as it returns to the House of Commons for consideration. While the roadmap outlines a clear timetable, there may well be some movement to the Government’s plans.
Below, we will set out when the key reforms are expected to be implemented, and what employers can do in anticipation of these changes.
2025 Reforms (coming soon after Royal Assent)
Expected later this year, the first phase of reforms will include:
- Repeal of the Strikes (Minimum Service Levels) Act 2023
- Repeal of most of the Trade Union Act 2016
- Removal of the 10-year ballot requirement for trade union political funds
- Simplified rules for industrial action and ballot notices
- Greater protection from dismissal for employees participating in industrial action
April 2026 Reforms
This phase introduces significant rights and structural reforms, such as:
- Doubling the maximum period of the protective award for collective redundancy
- Day 1 rights to paternity leave and unpaid parental leave
- Enhanced whistleblower protections
- Establishment of a new Fair Work Agency body
- Simplified trade union recognition process and electronic balloting
- Expanded access to Statutory Sick Pay – removal of the Lower Earnings Limit and waiting period
October 2026 Reforms
Key regulatory and workplace conduct reforms will come into force, including:
- Ban on fire and rehire practices
- Bringing forward regulations to establish the Fair Pay Agreement Adult Social Care Negotiating Body
- Introduction of a two-tier code for procurement practices
- Tightening of tipping laws
- New duty on employers to inform workers of their right to join a trade union
- Greater rights of access for trade unions to the workplace (including physical and digital access)
- Employer duty to take “all reasonable steps” to prevent sexual harassment of their employees
- Employer duty to not permit third-party harassment of their employees
- New rights and protections for trade union representatives
- New employment tribunal time limits
- Extended protections from detriment for participating in industrial action
2027 Reforms
The final phase will complete the Government’s reform agenda:
- Gender pay gap and menopause action plans (introduced on a voluntary from April 2026)
- New protections and rights for pregnant workers
- Introducing a power to enable regulations to specify steps that are to be regarded as “reasonable”, to determine whether an employer has taken all reasonable steps to prevent sexual harassment
- Crackdown on blacklisting
- Reforms to the industrial relations framework
- Regulation of umbrella companies
- Reforms to the threshold for collective consultation
- Statutory bereavement leave
- Enhanced rights to flexible working
- Ban on exploitative zero hours contracts (ZHCs), also applying to agency workers
- ‘Day 1’ protection from unfair dismissal
What does this mean for employers?
The scale of reform is significant and the impact on employers cannot be understated. Businesses must begin preparing now to ensure a smooth transition and avoid legal and reputational risk.
What can employers do to prepare?
- Review employment contracts and internal policies, particularly around dismissal, flexible working, parental leave, sick pay, and zero hours arrangements.
- Assess probationary periods and disciplinary procedures, especially with the upcoming ‘Day 1’ unfair dismissal right.
- Communicate with employees and trade unions where applicable. Open dialogue and consultation will be crucial during this period of transition.
- Train HR teams and managers on the new legal framework, including the new duties around harassment and dismissal.
- Participate in consultations to ensure your voice is heard and contribute to practical regulation design.
- Prioritise workplace culture, especially in managing change with empathy, fairness, and transparency.
While the changes will be extensive, the phased approach offers businesses time to prepare and adapt. Early engagement, both with internal planning and external consultations, will be essential to staying compliant and future ready.
How can we help?
Our Employment Law team at Curzon Green are leading in all employment law matters. If your business needs support navigating the roadmap and preparing for these reforms, our employment team is here to help.