The July 2025 Roadmap for the Employment Rights Bill: What You Need to Know

Summary

• The UK Employment Rights Bill introduces significant reforms to workers’ rights, rolling out in phases from late 2025 through to 2027.
• Key changes include day-one rights for paternity and parental leave, the removal of statutory sick pay waiting periods, stronger protections against sexual harassment, and the ending of zero-hour contracts.
• Employers should act now to review contracts, update policies, and prepare internal processes ahead of each phase of the rollout.
• This article is a plain-English guide to the UK Employment Rights Bill, written for business owners operating in the United Kingdom.
• It has been prepared by LegalVision, a commercial law firm that specialises in advising clients on employment law and workplace compliance.

Tips for Businesses

Map each reform phase to your internal review calendar. Start with April 2026 changes, particularly sick pay, parental leave, and whistleblowing policies. Update employment contracts and staff handbooks accordingly. Assign responsibility to a nominated person to track Government guidance as it is released ahead of each implementation date.

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On this page

• Support for Employers
• Key Takeaways
• Frequently Asked Questions

The Employment Rights Bill is a landmark piece of legislation that reshapes workplace rights and employer obligations under UK law. Introduced in October 2024, it promises greater protections for employees and clearer obligations for employers, delivered through a phased rollout across 2026 and 2027. This article will further explore what the roadmap includes, when each change will take effect, and how employers can prepare for these changes.

Changes Coming into Effect Shortly After the Bill Becomes Law

Some reforms will take effect shortly after the Bill is passed into law, anticipated in October 2025. These include:

• Repealing the Strikes (Minimum Services Levels) Act 2023 and most of the Trade Union Act 2016; and
• new protections against dismissal for taking industrial action.

April 2026 Reforms

The next round of changes, coming into force in April 2026, focuses on day-one entitlements and broader workplace protections, such as:

• collective redundancy protective award – doubling the maximum period of the protective award;
• making paternity leave and unpaid parental leave a “day 1” right;
• new whistleblowing protections;
• establishing a Fair Work Agency;
• statutory sick pay – removing the lower earnings limit and waiting period;
• simplifying the trade union recognition process; and
• introducing electronic and workplace balloting.

October 2026 Reforms

Further reforms in October 2026 aim to improve workplace fairness and safety, and increase trade union rights, such as:

• fire and rehire;
• bringing forward regulations to establish an Adult Social Care Negotiating Body to establish Fair Pay Agreements in England;
• a two-tier code to improve fairness in the procurement process;
• improvements to the tipping laws;
• duty to inform workers of their right to join a trade union;
• strengthen trade unions’ right of access;
• 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;
• new rights and protections for trade union representatives;
• employment tribunal time limits; and
• Increased legal safeguards for employees who engage in industrial action, such as strikes or work stoppages. 

2027 Reforms

In 2027, the focus shifts to equal pay, fair treatment, and addressing exploitative work arrangements, such as:

• gender pay gap and menopause action plans (introduced on a voluntary basis in April 2026);
• enhanced rights for pregnant workers;
• introducing a power to allow regulations to define what steps are considered “reasonable” in determining whether an employer has taken adequate action to prevent sexual harassment; 
• improved rights against blacklisting;
• a new, comprehensive industrial relations framework;  
• the regulation of umbrella companies;
• changes to the collective redundancy consultation process; 
• flexible working options;
• bereavement leave reforms;
• ending the exploitative use of zero-hour contracts, including for agency workers; and
• ‘day 1’ right – protection from unfair dismissal.

2025 Key UK Employment Law Changes

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.

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Support for Employers

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.

Key Takeaways

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.

If you need help understanding your legal obligations as an employer and how to adapt your systems in preparation for these changes, our experienced employment lawyers 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. Call us today on 0808 196 8584 or visit our membership page.

Frequently Asked Questions