The UK Government has published a comprehensive roadmap for implementing the Employment Rights Bill, outlining when key reforms will come into effect and detailing how the new legislation will raise living standards while supporting employers with clear transition timelines.

What’s changing and when

The reforms aim to improve protections for around 15 million workers — nearly half of the UK workforce — while also giving businesses the certainty they need to plan for change. This phased approach will see key measures introduced between now and 2027.

Immediate Changes (Post Bill Approval)

• Repeal of the Strikes (Minimum Service Levels) Act 2023 and much of the Trade Union Act 2016, to foster more constructive union relations.
• Protection from dismissal for industrial action, reinforcing the right to strike.

April 2026

• Sick Pay Reform: Statutory Sick Pay will become accessible to 1.3 million low-paid workers, with the removal of the lower earnings limit and waiting period.
• ‘Day One’ Parental Rights: New employees will be entitled to unpaid parental leave and paternity leave from the first day on the job.
• Fair Work Agency Launch: A new agency will begin enforcing labour rights and promoting fairness.
• Stronger Whistleblowing Protections and Collective Redundancy Awards to enhance job security.
• Trade Union Reforms: Easier recognition processes and digital voting to modernise workplace democracy.

October 2026

• End to “Fire and Rehire” Practices, offering protection against forced contract changes.
• Fair Pay Agreements in Adult Social Care to uplift conditions in the care sector.
• New Tipping Laws: Employers must consult workers on tip distribution.
• Workplace Harassment Protections: Employers will be required to prevent third-party harassment and take proactive steps to ensure a respectful working environment.
• Expanded Union Rights for representatives and members.

2027

• Enhanced Protections for Pregnant Workers and New Mothers.
• Gender Pay Gap and Menopause Action Plans: Introduced voluntarily in 2026 and promoted more widely in 2027.
• Right to Bereavement Leave and Day-One Protection from Unfair Dismissal.
• Zero-Hours Reform: Measures to limit exploitative use of zero-hours contracts.
• Greater Access to Flexible Working, helping balance work and personal responsibilities.
• Expanded Anti-Harassment Rules, with clearer guidance on employer duties.

Peter Cheese, chief executive of the CIPD, the professional body for HR and people development, commented:

“We asked for a clear plan from the government, so we’re pleased to see this roadmap launched today, which will give employers some more clarity to prepare for the biggest set of workplace reforms in decades.

“We’re pleased to see that the measures are being phased in gradually over many months. This will give more time for further consultation on key points of detail, and organisations more time to update their policies and practices.

“It’s positive to see the recognition of the critical role for Acas in supporting employers to comply with the new measures. We will work with the government to help provide the guidance the HR profession and managers need to implement the upcoming changes. Small businesses in particular will need clear advice and guidance to help them comply.”

Support for employers

The government has promised clear guidance ahead of implementation deadlines, giving businesses, including those in the bathroom sector, time to adjust policies and procedures. It will also work closely with Acas to support successful implementation.

Please view the Implementing the Employment Rights Bill policy paper for the full details.