Employment Rights Bill Implementation Roadmap Unveiled

The UK Government has officially unveiled its Employment Rights Bill Implementation Roadmap, setting out a clear timetable for introducing new measures to improve workers' rights while providing certainty to businesses. The roadmap outlines how these reforms will be delivered over the next 18 months, giving employers time to understand and prepare for the changes ahead.

The phased, structured approach to implementing these reforms shapes part of the Government’s wider commitment to promoting fairness in the workplace while supporting business growth and flexibility. According to the Department for Business and Trade, the upcoming changes are expected to positively impact around half of the UK workforce.

The roadmap brings together both reforms already passed by Parliament and new regulations that will be introduced through secondary legislation. The Government has confirmed that these changes aim to increase transparency, improve enforcement of existing rights, and provide businesses with a manageable, phased approach to implementation, reducing administrative burdens and uncertainty.

We have summarised some of the highlights of the roadmap below.

📅 After the Bill is passed

• Stronger protections against dismissal for participating in industrial action.

• Repeal of strikes (minimum service levels) act 2023 and most of the trade union act 2016.

📅 April 2026:

• Longer protective award period for collective redundancies.

• Day-one entitlement to paternity leave and unpaid parental leave.

• Strengthened whistleblowing protections.

• Establishment of a Fair Work Agency to enforce rights.

• Statutory sick pay reforms (removal of lower earnings limit and waiting period).

• Modernised trade union rules, including easier recognition and workplace balloting.

📅 October 2026:

• Ban on exploitative fire and rehire practices.

• Fair pay agreement body for adult social care in England.

• Stronger tipping laws, requiring consultation with workers.

• Employers required to take "all reasonable steps" to prevent workplace sexual harassment.

• New duty to prevent harassment of employees by third parties.

• Additional protections for trade union reps and workers involved in industrial action.

📅 2027:

• Voluntary gender pay gap and menopause action plans become standard practice.

• Enhanced dismissal protections for pregnant employees and new mothers.

• Clearer harassment prevention requirements for employers.

• Updated framework for fairer industrial relations.

• Bereavement leave entitlement.

• Restrictions on exploitative zero-hours contracts.

• Day-one protection from unfair dismissal.

• Improved access to flexible working.

With the roadmap now publicly available, businesses have an opportunity to get ahead of these changes. While further details will be provided as legislation progresses, now is the time to:

✔ Review existing contracts, policies, and procedures.

✔ Identify gaps where workplace practices may not meet upcoming requirements.

✔ Seek expert advice to ensure legal compliance.

✔ Provide training for managers on new responsibilities.

At DCG, we partner with employers to provide proactive, practical support to help navigate legal changes with confidence. From contract reviews and policy drafting to manager training and ongoing employment law advice, we’re here to ensure your organisation is fully prepared.

We will continue to monitor developments closely and keep our clients informed every step of the way.