Employment Rights Bill – Roadmap Unveiled

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On 1st July 2025, the UK Government published a roadmap to reform employment law through the Employment Rights Bill. They set out a phased plan from later this year through to 2027 to deliver “the biggest upgrade to workers’ rights in a generation”.

The roadmap introduces over 30 individual reforms, split across key implementation dates. Employers, HR professionals and employees need to understand how these changes could affect their rights, responsibilities and workplace practices. Some of the biggest changes, in particular, the day one right to claim unfair dismissal, will not come into force now until 2027.

What is changing and when?

• After the bill is passed (expected 2025) there will be an immediate repeal of the Strikes Act 2023 and the majority of the Trade Union Act 2016. Protections against dismissal for taking industrial action will also come into force.

• In April 2026 the collective redundancy protection, day one paternity leave rights and unpaid parental leave will be implemented. New whistleblowing protections, changes to statutory sick pay and the establishment of the fair work agency are also planned.

• In October 2026 fire and rehire will no longer be permitted and new rights and protections for trade union representatives will come in. Employers will need to take “all reasonable steps” to prevent sexual harassment and they will have a new obligation to prevent third party harassment.

• The remaining changes will likely come in 2027, including the day one right to protection from unfair dismissal, improving access to flexible working, further harassment protection and ending exploitative zero-hour contracts.

The roadmap is designed to give businesses time to prepare, however, clear comprehensive guidance will be produced to help organisations navigate the change. Employers will need to ensure that contracts and policies are reviewed ahead of each implementation phase and enhance internal processes around flexible working, redundancy, sick pay and parental leave. Employers must ensure compliance with new obligations and prepare for greater tribunal exposure.

Follow along with us for more updates on the Employment Rights Bill and contact our Employment Team for tailored advice on how the changes will affect you.

For all employment law advice and representation contact us at [email protected]