This week, the government published an “implementation roadmap” for the Employment Rights Bill, which confirms that significant changes could be in place from April next year.

The following timings can be expected, once the Bill has passed –

 

Immediately upon passing of the Bill –

  • The immediate repeal of the Strikes (Minimum Service Levels) Act 2023 and the majority of the Trade Union Act 2016
  • The introduction of protections against dismissal for taking industrial action

 

From April 2026 –

  • Collective redundancy protective award – doubling the maximum period of the protective award
  • ‘Day one’ paternity leave and unpaid parental leave
  • Whistleblowing protections
  • Fair Work Agency established
  • Statutory sick pay – removing the lower earnings limit and waiting period
  • A package of trade union measures, including simplifying trade union recognition process and electronic and workplace balloting

 

By October 2026 –

  • Ending unscrupulous fire and rehire practices
  • Regulations to establish fair pay within adult social care
  • A tightening of the tipping law, including mandating consultation with workers to ensure fairer tip allocation
  • 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 and to extend protections to all work environments, including public-facing roles
  • A further package of trade union measures including new rights and protections for trade union representatives, extending protections against detriments for taking industrial action and strengthening trade unions’ right of access

 

From 2027 –

  • Gender pay gap and menopause action plans (introduced on a voluntary basis in April 2026) to promote gender equality and support women’s health in the workplace
  • Enhanced dismissal protections for pregnant women and new mothers
  • Further harassment protections, specifying steps to determine whether an employer has taken all reasonable steps to prevent sexual harassment to provide clearer guidance and stronger enforcement against harassment
  • Creating ‘a modern framework for industrial relations’
  • Bereavement leave
  • Ending exploitative use of zero-hours contracts
  • ‘Day 1’ right to protection from unfair dismissal
  • Improving access to flexible working

 

The government has pledged to produce guidance to support organisations, which will be available in advance of the above dates, working closely with ACAS.

Employers can now start to work with their staff and unions to prepare for these changes.

Key priorities for employers and HR teams will include reviewing policies, financial considerations ready for the SSP changes next April, as well as preparing for the future changes.

 

HR Support

Please contact us if you need any support understanding how these changes will affect your businesses, or how can you prepare for the upcoming changes.

 

Free Webinar

We will be running a free webinar on Friday 11th July, at 11.30am, where we will discuss the roadmap in detail and provide clarity with any questions you may have.