The Government’s Implementation Roadmap for the Employment Rights Bill

4 July 2025

The Government has published its Implementation Roadmap for the Employment Rights Bill, setting out a phased delivery plan for the upcoming changes. The stated aim of implementing the Bill’s measures in phases is to give employers the time and certainty they need to adapt to the changes. This comes after a significant backlash from businesses as reported by The Times and others.

The most widely commented upon item, day one unfair dismissal rights, is still some way off into 2027. Consultations will begin this summer and continue into early 2026. Changes to zero hours contracts are also somewhat down the line.

The Government has stated that it will produce clear and comprehensive guidance in advance of the implementation deadlines to help organisations navigate the changes.

The key dates are summarised below.

To be implemented immediately the Bill receives Royal Assent

Repeal of the Strikes (Minimum Service Levels) Act 2023 and major parts of the Trade Union Act 2016.
New protections preventing dismissal for participating in industrial action.

With effect from April 2026

The maximum period of the protective award for collective redundancies will be doubled.
Day one paternity and unpaid parental leave.
Enhanced whistleblower protections.
Establishment of a Fair Work Agency.
Statutory Sick Pay improvements including removal of the lower earnings limit and the waiting period.
Simplified trade union recognition and digital/workplace balloting systems.

From October 2026

Ban on fire-and-rehire.
Launch of a Fair Pay Agreement Negotiating Body for adult social care.
Stronger tipping laws.
Employer duty to take all reasonable steps to prevent sexual harassment.
Expanded trade union rights.

From 2027

Mandatory gender pay gap and menopause action plans (voluntary from April 2026).
Rights for pregnant workers.
Bereavement leave.
Protections against zero hour contract abuse.
Umbrella company regulation.
Day one unfair dismissal rights.

We will keep you updated in real time on further developments.

This blog was written by Anita Vadgama, Partner at didlaw.

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