{"id":194052,"date":"2025-07-04T04:28:43","date_gmt":"2025-07-04T03:28:43","guid":{"rendered":"https:\/\/legalvision.co.uk\/?p=194052"},"modified":"2025-07-07T00:53:50","modified_gmt":"2025-07-06T23:53:50","slug":"july-2025-roadmap-employment-rights-bill","status":"publish","type":"post","link":"https:\/\/legalvision.co.uk\/employment\/july-2025-roadmap-employment-rights-bill\/","title":{"rendered":"The July 2025 Roadmap for the Employment Rights Bill: What You Need to Know"},"content":{"rendered":"\n<p>The UK Government introduced the <em>Employment Rights Bill<\/em> in October 2024, promising to Make Work Pay by improving workers\u2019 rights and giving employers greater certainty. On 1 July 2025, it released a detailed implementation roadmap, confirming a phased rollout of key reforms across 2026 and 2027. By taking a phased approach, the Government is providing employers with the clarity and lead time needed to adjust their systems and processes. This helps reduce disruption and facilitates a smoother transition as the reforms take effect.<\/p>\n\n\n\n<p>This article will further explore what the roadmap includes, when each change will take effect, and how employers can prepare for these changes.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Changes Coming into Effect Shortly After the Bill Becomes Law<\/h3>\n\n\n\n<p>Some reforms will take effect shortly after the Bill is passed into law, anticipated in October 2025. These include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Repealing the <em>Strikes (Minimum Services Levels) Act 2023<\/em> and most of the <em>Trade Union Act 2016<\/em>; and<\/li>\n\n\n\n<li>new protections against dismissal for taking industrial action.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">April 2026 Reforms<\/h3>\n\n\n\n<p>The next round of changes, coming into force in April 2026, focuses on day-one entitlements and broader workplace protections, such as:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>collective redundancy protective award \u2013 doubling the maximum period of the protective award;<\/li>\n\n\n\n<li>making paternity leave and unpaid parental leave a \u201cday 1\u201d right;<\/li>\n\n\n\n<li>new whistleblowing protections;<\/li>\n\n\n\n<li>establishing a Fair Work Agency;<\/li>\n\n\n\n<li>statutory sick pay \u2013 removing the lower earnings limit and waiting period;<\/li>\n\n\n\n<li>simplifying the trade union recognition process; and<\/li>\n\n\n\n<li>introducing electronic and workplace balloting.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">October 2026 Reforms<\/h3>\n\n\n\n<p>Further reforms in October 2026 aim to improve workplace fairness and safety, and increase trade union rights, such as:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>fire and rehire;<\/li>\n\n\n\n<li>bringing forward regulations to establish an Adult Social Care Negotiating Body to establish Fair Pay Agreements in England;<\/li>\n\n\n\n<li>a two-tier code to improve fairness in the procurement process;<\/li>\n\n\n\n<li>improvements to the tipping laws;<\/li>\n\n\n\n<li>duty to inform workers of their right to join a trade union;<\/li>\n\n\n\n<li>strengthen trade unions&#8217; right of access;<\/li>\n\n\n\n<li>requiring employers to take \u201call reasonable steps\u201d to prevent sexual harassment of their employees;<\/li>\n\n\n\n<li>introducing an obligation on employers not to permit the harassment of their employees by third parties;<\/li>\n\n\n\n<li>new rights and protections for trade union representatives;<\/li>\n\n\n\n<li>employment tribunal time limits; and<\/li>\n\n\n\n<li>Increased legal safeguards for employees who engage in industrial action, such as strikes or work stoppages.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">2027 Reforms<\/h3>\n\n\n\n<p>In 2027, the focus shifts to equal pay, fair treatment, and addressing exploitative work arrangements, such as:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>gender pay gap and menopause action plans (introduced on a voluntary basis in April 2026);<\/li>\n\n\n\n<li>enhanced rights for pregnant workers;<\/li>\n\n\n\n<li>introducing a power to allow regulations to define what steps are considered &#8220;reasonable&#8221; in determining whether an employer has taken adequate action to prevent sexual harassment;&nbsp;<\/li>\n\n\n\n<li>improved rights against blacklisting;<\/li>\n\n\n\n<li>a new, comprehensive industrial relations framework;&nbsp;&nbsp;<\/li>\n\n\n\n<li>the regulation of umbrella companies;<\/li>\n\n\n\n<li>changes to the collective redundancy consultation process;&nbsp;<\/li>\n\n\n\n<li>flexible working options;<\/li>\n\n\n\n<li>bereavement leave reforms;<\/li>\n\n\n\n<li>ending the exploitative use of zero-hour contracts, including for agency workers; and<\/li>\n\n\n\n<li>\u2018day 1\u2019 right \u2013 protection from unfair dismissal.<\/li>\n<\/ul>\n\n\n    <div class=\"my-7 lg:my-10 border-y-2 border-gray-100 py-7 lg:py-10 flex flex-col sm:flex-row items-start gap-10\">\n                    <img decoding=\"async\" class=\"w-52 mx-auto my-0! rounded\" src=\"https:\/\/img.legalvision.com.au\/wp-content\/uploads\/sites\/4\/2025\/01\/21011453\/Screenshot-2025-01-21-at-12.14.38-pm.png\" alt=\"Front page of publication\"\n                 loading=\"lazy\" width=\"208\" height=\"298\">\n                <section>\n            <div class=\"text-2xl font-bold\">2025 Key UK Employment Law Changes<\/div>\n            <div class=\"body-text\">\n                <p>This factsheet outlines key developments in 2025 affecting workforce management. In particular, the proposed Employment Rights Bill (2024) will drive significant changes, anticipated to start late 2025.<\/p>\n            <\/div>\n            \n\n<a href=\"https:\/\/img.legalvision.com.au\/wp-content\/uploads\/sites\/4\/2025\/01\/22052013\/LegalVision_2025-Key-UK-Employment-Law-Changes-Factsheet.pdf\" class=\" block px-5 py-3.5 max-w-fit bg-orange button__hover transition rounded text-white font-bold text-lg no-underline uppercase leading-tight text-center\" target=\"\" rel=\"\">Download Now<\/a>        <\/section>\n    <\/div>\n\n\n\n\n<h2 class=\"wp-block-heading\">Support for Employers<\/h2>\n\n\n\n<p>In its implementation roadmap, the Government prioritises stakeholder engagement and practical support to ensure the reforms work effectively across all sectors. The Government has also promised comprehensive guidance to help organisations navigate these changes, allowing sufficient time for all parties to adapt their systems and processes.<\/p>\n\n\n\n<div  class=\"box box--icon box--star\">\n    <p>For more information on what the key changes mean for your business, <a href=\"https:\/\/legalvision.co.uk\/employment\/employment-rights-bill\/\">review our summary<\/a>.<\/p>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Key Takeaways<\/h2>\n\n\n\n<p>The roadmap provides employers with a clear timeline to follow and a valuable opportunity to prepare for the upcoming changes. By reviewing your policies, updating internal processes, and seeking legal advice where needed, you can adapt with confidence and avoid last-minute disruptions. Staying informed now will help your business manage risk and stay compliant as each phase of the reforms takes effect.<\/p>\n\n\n\n<p>If you need help understanding your legal obligations as an employer and how to adapt your systems in preparation for these changes, our experienced <a href=\"https:\/\/legalvision.co.uk\/employment-lawyers-lp\/\">employment lawyers<\/a> can assist as part of our LegalVision membership. For a low monthly fee, you will have unlimited access to lawyers to answer your questions, draft and update your policies and documents. 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Some reforms will take effect shortly after they become law, with most changes rolled out gradually throughout 2026 and 2027.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1751599382357\"><strong class=\"schema-faq-question\">How can employers prepare for these changes?<\/strong> <p class=\"schema-faq-answer\">Employers should begin reviewing their contracts, policies, and workplace systems now. It is also important to stay up to date with Government guidance and consider seeking legal advice to ensure compliance with the upcoming reforms.<\/p> <\/div> <\/div>\n<div class=\"not-prose m-feedback-prompt\">\n    <!-- Thumbs up\/down bar -->\n    <div class=\"m-feedback-prompt__main\">\n        <div class=\"m-feedback-prompt__title\">Was this article helpful?<\/div>\n        <div>\n            <!--span class=\"m-feedback-prompt__button--text\">Thanks!<\/span-->\n            <button type=\"button\" class=\"m-feedback-prompt__button m-feedback-prompt__button--yes\"\n                    data-analytics-link=\"feedback-prompt:yes\" aria-label=\"Agree\">\n                <i class=\"fa-regular fa-thumbs-up fa-3x\"><\/i>\n            <\/button>\n            <button type=\"button\" class=\"m-feedback-prompt__button m-feedback-prompt__button--no\"\n                    data-analytics-link=\"feedback-prompt:no\" aria-label=\"Disagree\">\n                <i class=\"fa-regular fa-thumbs-down fa-3x\"><\/i>\n            <\/button>\n        <\/div>\n    <\/div>\n\n    <!-- Feedback form -->\n    <div class=\"m-feedback-prompt__form\">\n        <div class=\"m-feedback-prompt__form--thanks \">\n            <div>Thanks!<\/div>\n            <p>\n                We appreciate your feedback \u2013 your submission has been successfully received.            <\/p>\n        <\/div>\n        <form id=\"contact-form\" class=\"m-feedback-prompt__form--form\" action=\"\" method=\"post\">\n            <input type=\"hidden\" id=\"authenticity_token\" name=\"authenticity_token\" value=\"9eb4f72322\" \/><input type=\"hidden\" name=\"_wp_http_referer\" value=\"\/api\/wp\/v2\/posts\/194052\" \/>            <input value=\"https:\/\/legalvision.co.uk\/employment\/july-2025-roadmap-employment-rights-bill\/\" type=\"hidden\" name=\"currenturl\"\n                   id=\"currenturl\">\n            <input value=\"The July 2025 Roadmap for the Employment Rights Bill: What You Need to Know\" type=\"hidden\" name=\"currenttitle\"\n                   id=\"currenttitle\">\n            <label>\n                <!-- display on thumbs-up -->\n                <span class=\"m-feedback-prompt__feedback m-feedback-prompt__feedback--yes\">\n                    Can you tell us <span class=\"font-semibold\">why<\/span> you found it helpful?\n                <\/span>\n\n                <!-- display on thumbs-down -->\n                <span class=\"m-feedback-prompt__feedback m-feedback-prompt__feedback--no text-lg\">\n                    How can we better improve this article?\n                <\/span>\n                <textarea name=\"feedbackmessage\" id=\"feedbackmessage\" required><\/textarea>\n            <\/label>\n\n            <div class=\"m-feedback-prompt__form--error\" id=\"form-submit-error\"><\/div>\n            <button id=\"submit-contact-form-button\" type=\"submit\" name=\"commit\" class=\"m-feedback-prompt__form--submit\"\n                    data-analytics-link=\"feedback-prompt:submit\">\n                Submit            <\/button>\n        <\/form>\n    <\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>The UK Government introduced the Employment Rights Bill in October 2024, promising to Make Work Pay by improving workers\u2019 rights and giving employers greater certainty. On 1 July 2025, it released a detailed implementation roadmap, confirming a phased rollout of key reforms across 2026 and 2027. By taking a phased approach, the Government is providing<a href=\"https:\/\/legalvision.co.uk\/employment\/july-2025-roadmap-employment-rights-bill\/\">Continue reading <span class=\"sr-only\">&#8220;The July 2025 Roadmap for the Employment Rights Bill: What You Need to 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