Table of Contents
In Short
- The UK Government’s Employment Rights Bill will be rolled out in phases from 2026 to 2027, with key reforms covering workplace protections, trade union rights, and fair treatment.
- Changes include new day-one rights, improved protections for vulnerable workers, and clearer employer obligations.
- Employers are encouraged to prepare early by reviewing contracts and policies, following guidance from the Government.
Tips for Businesses
Start preparing now for upcoming workplace reforms by reviewing your HR policies and employment contracts. Early planning will help your business avoid last-minute changes and stay compliant. Look out for Government guidance and seek legal support to ensure you meet your obligations as the reforms come into effect.
The UK Government introduced the Employment Rights Bill in October 2024, promising to Make Work Pay by improving workers’ 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.
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.
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.
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.
Continue reading this article below the formFrequently Asked Questions
The Employment Rights Bill is expected to be passed into law later in 2025. Some reforms will take effect shortly after they become law, with most changes rolled out gradually throughout 2026 and 2027.
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.
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