By Jazmeer Jackson, Employment Rights Lawyer &
Neil Guss Regional Employment Rights Manager
Employment Rights Bill: Government Implementation Roadmap
In July 2025, the UK Government published its roadmap for implementing the Employment Rights Bill, setting out when and how key reforms will come into effect. The phased plan covers union rights, workplace protections, and broader labour standards.
Key Measures by Phase
At or Shortly After Royal Assent (2025):
- Repeal of Strikes (Minimum Service Levels) Act 2023 and most of the Trade Union Act 2016
- New protections for workers taking industrial action
- Simpler rules for union ballots and industrial action notices
From April 2026:
- Day 1 rights for paternity and parental leave
- Expanded whistleblowing protection
- Statutory Sick Pay reforms (no Lower Earnings Limit or waiting days)
- New Fair Work Agency
- Easier union recognition and digital balloting
From October 2026:
- Ban on “fire and rehire”
- Fair Pay Agreement in adult social care
- Employer duties to prevent sexual and third-party harassment
- Stronger protections for union reps
- Employment standards linked to public procurement
From 2027:
- Mandatory gender pay and menopause action plans
- Unfair dismissal protection from day one
- Stricter rules on zero-hours and agency work
- Additional rights for pregnant workers and flexible working updates
Delivery Approach
The government will stagger implementation, consult widely, and publish guidance. Tribunals and enforcement bodies will be supported to deliver the reforms effectively.
For Trade Union Reps
This is a significant shift in employment law. Reps should:
- Engage with upcoming consultations, especially around union rights and fair treatment
- Prepare members for new protections, including enhanced sick pay and harassment safeguards
- Promote awareness of day one rights and reforms to dismissal and working time rules
