UK Government publishes Employment Rights Bill Implementation Roadmap

July 1, 2025

The UK Government has unveiled its roadmap for delivering the Employment Rights Bill policy changes, setting out timelines for measures in the Bill coming into effect. A phased approach has been taken, giving employers time to prepare, having been informed by more than 190 pieces of engagement with businesses and other stakeholders over the last 12 months.

Sick pay for low earners, immediate parental leave rights and improved access to flexible working are among changes for workers and employers set out in a roadmap for the government’s Employment Rights Bill 2025.

The government said the bill demonstrated its determination to boost living standards and protections for millions, while giving employers certainty to plan for future changes.

Key changes to come into force in April 2026:

A fair work agency is to be established to enforce labour rights and promote fairness in the workplace.
Doubling the maximum period of the Collective redundancy protective award.
Whistleblowing protections to encourage reporting of wrongdoing without fear of retaliation.
A package of trade union measures including simplifying trade union recognition process and electronic and workplace balloting to strengthen democracy and participation in the workplace.

Changes to come into force in October 2026:

Requiring employers to take “all reasonable steps” to prevent sexual harassment of their employees.
Introducing an obligation on employers not to permit the harassment of their employees by third parties.
Ending unscrupulous fire and rehire practices.

Changes to come into effect in 2027:

Gender pay gap and menopause action plans (introduced on a voluntary basis in April 2026)
Enhanced dismissal protections for pregnant women and new mothers
Further harassment protections
Creating a modern framework for industrial relations
Bereavement leave
Ending the exploitative use of zero-hour contracts
‘Day 1’ right to protection from unfair dismissal
Improving access to flexible working

Sources:

Government website

Facilitate Magazine