Employment Rights Bill roadmap for 2025-2027

What is the Employment Rights Bill?

The Employment Rights Bill (‘the Bill’) is a major legislative reform introduced by the UK Government, designed as part of the “Plan to Make Work Pay”. Representing the most significant overhaul of employment rights in a generation, the Bill aims to modernise employment law, strengthen workers' rights, and support employers and unions in fostering fairer workplaces and a stronger economy.

The recently published roadmap provides much-needed clarity for employers, enabling businesses to plan for future legislative changes with greater confidence. Full details of the implementation roadmap are available here: Implementing the Employment Rights Bill.

Key dates employers should know

Autumn 2025

Once the Bill has passed, the government has committed to:

• Immediately repeal the Strikes (Minimum Service Levels) Act 2023 and the majority of the Trade Union Act 2016.
• Add new protections against dismissal for taking part in industrial action.

April 2026

• Statutory sick pay reforms - removal of the lower earnings limit and waiting period.
• Day-one right to paternity leave and unpaid parental leave - supporting working families from the start of employment.
• Expanded whistleblowing protections - encouraging the reporting of wrongdoing without fear of retaliation.
• Collective redundancy protective award - doubling the maximum period of the protective award providing stronger financial security for workers during mass redundancies.
• Creation of a Fair Work Agency - enforcing labour rights and promoting fairness in the workplace.
• Trade union reforms - simplifying the trade union recognition process, plus support for electronic and workplace balloting.

October 2026

• Ending unscrupulous fire and rehire practices.
• Regulations to establish fair pay within adult social care.
• Tightening of tipping legislation.
• Stronger workplace harassment protections.
• Additional trade union rights including enhanced protections for union representatives and strengthening trade unions’ right of access.

2027 and beyond

• Unfair dismissal protection to become a day-one right.
• New regulation of umbrella companies.
• Guaranteed hours to be introduced for zero-hours and low-hours workers.

More reforms are expected in 2027 and will be covered in future updates. Please note, the above dates may be subject to change.

Guidance for employers

The Government has pledged to produce clear and comprehensive guidance ahead of each implementation deadline, helping employers prepare effectively. In addition, it will work closely with Acas, which will play a key role in supporting both implementation and ongoing guidance for employers and workers alike.

This article is for informational purposes. It does not constitute legal advice. Always consult with a qualified expert to discuss your particular situation.