The Government has published its employment law roadmap, setting out how and when the wide-ranging reforms in the Employment Rights Bill will be introduced.
The new roadmap signals a slower, more phased rollout than initially proposed with the major reforms — like zero-hour contracts and day-one unfair dismissal rights – not expected until 2027.
Some proposed changes will be preceded by a period of statutory consultation.
Proposed timeline for statutory consultations:
Summer/Autumn 2025
- Day-one unfair dismissal
- Umbrella company rules
- Bereavement leave
- Pregnancy protections
- Zero-hour contract regulation
- Social care pay
- Trade union reforms
- Fire-and-rehire ban
- Single enforcement body (School Support Staff Negotiating Body)
Winter 2025/Early 2026
- Tipping laws
- Flexible working rights
- Collective redundancy consultation processes
- Blacklisting protections
Implementation milestones
When the Bill receives Royal Assent
- Repeal of Minimum Service Levels Act 2023 and parts of Trade Union Act 2016
- New protection from dismissal for those involved in industrial action
April 2026
- Day-one rights to paternity leave and unpaid parental leave
- Double the protective award for collective redundancy breaches
- Introduction of the Fair Work Agency
- Statutory Sick Pay reform (no lower earnings limit or waiting days)
- Easier trade union recognition and online ballots
- Stronger whistleblowing protections
October 2026
- Fire-and-rehire ban
- Launch of a Fair Pay Agreement Negotiating Body for adult social care
- Stronger rules on tips
- Employer duty to take ‘all reasonable steps’ to prevent sexual harassment
- Expanded trade union rights
- Stricter employment tribunal limits and protections for those taking industrial action
2027
- Mandatory gender pay gap and menopause action plans (voluntary from April 2026)
- Strengthened protections for pregnant workers
- Extended flexible working rights
- New right to bereavement leave
- Restrictions on abusive zero-hour practices
- Regulation of umbrella companies
- Day-one unfair dismissal rights
What should you do now as an employer or HR professional?
Now is the time to use these timelines to make a strategic plan that ensures your internal systems are ready. With over two years of phased implementation, being proactive will pay off.
- Update handbooks and policies – especially for family leave, harassment, and dismissal rights.
- Train managers – ensure line managers understand the upcoming duties and rights.
- Audit payroll and benefits – to reflect upcoming SSP and leave changes.
- Consider responding to upcoming consultations – you may want to respond to the upcoming consultations to help shape final regulations.
Further reading
- Read the implementation document in full.
- Employment Rights Bill – Top 8 significant changes – Hunter Law
- Employment Rights Bill: factsheets – GOV.UK
- Post General Election update – How will a Labour Government impact your workplace? – Hunter Law
- The Fair Work Agency begins to take shape – Hunter Law
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The team at Hunter Law is here for you. We can handle your HR issues, finesse your policies, and keep you up-to-date on evolving legislation. Please get in touch with our legal team, we’d love to help.
