The UK government has published a detailed implementation roadmap for the Employment Rights Bill, outlining how a raft of new workplace protections will be introduced over the next two years.
The plan, released on 1 July, is expected to benefit around 15 million workers — roughly half the UK workforce — and marks one of the most significant overhauls of employment rights in decades.
Measures include the removal of the lower earnings limit and waiting period for statutory sick pay, day one rights to parental and paternity leave, new protections against unfair dismissal, and an end to exploitative zero hours contracts.
The roadmap sets out phased timelines for changes, starting later this year and continuing through 2026 and 2027, with government promising continued consultation with employers, workers, trade unions and other stakeholders throughout.
“We’re working fast to deliver our promise of better living standards and more money in the pockets of working people as part of our Plan for Change,” Deputy Prime Minister Angela Rayner said.
“These landmark reforms will kick in within months, demonstrating our commitment to making work pay for millions of workers across the country and delivering real change.”
The Employment Rights Bill forms a key part of the Plan for Change, a broad strategy to improve productivity and living standards while giving businesses the certainty needed to plan for future regulation.
A Phased Rollout of New Rights
Key reforms will begin soon after the Bill passes, including the repeal of the Strikes (Minimum Service Levels) Act 2023 and the majority of the Trade Union Act 2016. Protections against dismissal for taking industrial action will also be introduced.
In April 2026, further measures will come into effect, such as:
- Day one rights to unpaid parental and paternity leave
- The removal of lower earnings limits and waiting periods for statutory sick pay
- Whistleblowing protections
- The launch of a new Fair Work Agency
- A package of trade union reforms including simplified recognition processes
By October 2026, additional changes will follow, including new obligations on employers to prevent sexual harassment, protections against fire and rehire practices and the creation of a fair pay agreement body for the adult social care sector in England.
The final stage, from 2027, will bring in enhanced dismissal protections for pregnant women and new mothers, access to flexible working from day one, bereavement leave and an end to zero hours contracts.
Broad Support from Employers and Unions
The roadmap has been welcomed across the HR and employment landscape. “We asked for a clear plan from the government, so we’re pleased to see this roadmap launched today, which will give employers some more clarity to prepare for the biggest set of workplace reforms in decades,” the chief executive of the Chartered Institute of Personnel and Development, Peter Cheese, said.
“We’re pleased to see that the measures are being phased in gradually over many months. This will give more time for further consultation on key points of detail, and organisations more time to update their policies and practices,” he said.
The general secretary of the Trades Union Congress, Paul Nowak, called the Bill “badly needed”, adding: “It’s welcome that workers will start to benefit from these long overdue changes from later this year… Decent employers don’t need to wait for the law to change. They should be working with staff and unions right now to introduce these changes as quickly as possible”.
Shirine Khoury-Haq, CEO of the consumer-focused Co-op Group, said the Bill was “a once-in-a-generation opportunity to ensure all workers are treated fairly whoever their employer might be,” while Neil Carberry, head of industry body the Recruitment and Employment Confederation, said the timeline would allow for “full and frank consultation” to ensure the changes reflect modern working patterns.
Niall Mackenzie, head of workplace rights group the Advisory, Conciliation and Arbitration Service (Acas) said the organisation would continue to support employers and workers through the transition: “It is encouraging to see the government place employment relations at the heart of its plan to grow the economy.”
Guidance and Support Ahead of Deadlines
To ensure all organisations are prepared, the government has committed to producing clear guidance ahead of each implementation stage, with Acas playing a central role in advising employers and updating its codes of practice.
By taking what it calls a “phased and measured” approach, the government says it aims to bring in lasting, balanced reforms that support both business resilience and workers’ wellbeing.
“By phasing implementation, our collaborative approach balances meaningful worker protections with the practical realities of running a successful business, creating more productive workplaces where both employees and employers can thrive,” said Business Secretary Jonathan Reynolds.