Employment Rights Bill roadmap released – What has changed?

The Government has now published its roadmap for the Employment Rights Bill, the landmark legislation designed to boost living standards, protect workers, and support fairer workplaces.

While some key measures will still take effect in 2026, others originally planned for the same year have been pushed back to 2027, giving employers and HR teams more time to adapt.

What is changing and when?

The Employment Rights Bill introduces a wide range of new protections for workers, including reforms to redundancy processes, family leave, whistleblowing, workplace harassment, and industrial relations.

Here are some of the key measures and their current implementation dates:

Still going ahead in 2026:

• April 2026:
  • Removal of the lower earnings limit and waiting period for Statutory Sick Pay (SSP). You can read our separate article on the payroll and compliance steps you need to take.
  • ‘Day one’ paternity and unpaid parental leave.
  • New whistleblowing protections.
  • Establishment of the Fair Work Agency.
  • Trade union recognition process reforms.
• October 2026:
  • New legal protections against fire and rehire practices.
  • Fair pay agreement body for adult social care.
  • Tightened tipping rules.
  • New employer duties to prevent sexual harassment and harassment by third parties.

Now delayed to 2027:

• Gender pay gap and menopause action plans, mandatory from 2027 but voluntary from April 2026.
• Enhanced dismissal protections for pregnant women and new mothers.
• Further clarification on preventing harassment.
• The new industrial relations framework.
• Bereavement leave entitlement.
• Reforms to zero-hour contracts.
• ‘Day one’ protection from unfair dismissal.
• Improved access to flexible working.

Why the delay?

The Government has emphasised the need to give businesses time to adapt.

Following feedback from employers, trade unions, and representative bodies, a phased approach has been taken to balance worker protections with the realities of running a business.

For employers, this means breathing space to adjust policies, contracts, and processes, but it does not mean standing still.

Planning remains important, particularly for areas like dismissal protection, zero-hours contract reform, and harassment prevention.

What should you do now?

• Prioritise what is still happening in 2026. Changes such as the new SSP rules and parental leave rights are just around the corner. These will need to be reflected in your payroll systems, employee handbooks, and HR processes soon.
• Plan ahead for 2027. Even though you have more time, we recommend mapping out the impact of the delayed measures, particularly if they will require significant contractual or cultural changes.
• Keep an eye on further consultations. The Government has committed to further consultation with employers and workers on many of these areas. We will keep you informed as the details emerge.
• Review your workforce structures. Areas like fire and rehire, flexible working, and zero hours contracts could require a strategic rethink about how you engage your people.

Need support?

If you have not yet read it, our separate article on the upcoming SSP reforms provides practical guidance for your payroll and HR teams.

If you would like us to review your current employment contracts, policies, or payroll systems in light of these changes, please speak to our team today.