A comprehensive roadmap for Employment Rights Bill to raise living standards across the country whilst giving employers and workers the time to adapt has been announced by the Government.
It sets out timelines for new landmark rights with 15 million - or half - of all workers set to start benefitting from later this year.
The Government adds that it will continue to consult with employers, workers and trade unions to ensure the best deal for growth and boosting living standards in line with the Plan for Change.
Landmark changes delivered through the Employment Rights Bill include sick pay for up to 1.3m of the lowest earners and day one rights to parental and paternity leave which will be introduced for the first time from early next year.
It also says the new Fair Work Agency will be launched from early next year, creating a level-playing field so rogue employers cannot undercut good businesses who comply with the law.
Informed by more than 190 pieces of engagement with businesses and other crucial stakeholders over the last year, a phased approach was taken to give workers clarity and employers time to prepare. Key measures in the Bill will come into effect in 2026 and 2027, whilst further consultations are planned from this year into next, the Government says.
Deputy Prime Minister, Angela Rayner (right), said of the news: ”We’re working fast to deliver our promise of better living standards and more money in the pockets of working people as part of our Plan for Change. These landmark reforms will kick in within months, demonstrating our commitment to making work pay for millions of workers across the country and delivering real change.”
Business Secretary, Jonathan Reynolds, added: ”The Employment Rights Bill is a core part of the Plan for Change, directly benefiting half of all workers and boosting living standards across the country. We’ve been working with businesses big and small to ensure this Bill works for them, and this roadmap will now give them the clarity and certainty they need to plan, invest and grow.”
The rollout of all measures will follow a structured timeline, to allow stakeholders to plan their time and resources to make sure they’re ready when the changes come into effect.
Highlights of the new roadmap …
April 2026
Collective redundancy protective award – doubling the maximum period of the protective award to provide stronger financial security for workers facing mass redundancies.
‘Day one’ paternity leave and unpaid parental leave to support working families from the very start of employment.
Fair work agency established to enforce labour rights and promote fairness in the workplace.
Statutory sick pay – removing the lower earnings limit and waiting period.
October 2026
Ending unscrupulous fire and rehire practices to protect workers from being forced into worse terms under threat of dismissal.
Requiring employers to take “all reasonable steps” to prevent sexual harassment of their employees to create safer, more respectful workplaces
Introducing an obligation on employers not to permit the harassment of their employees by third parties to extend protections to all work environments, including public-facing roles.
Into 2027
Gender pay gap and menopause action plans (introduced on a voluntary basis in April 2026) to promote gender equality and support women’s health in the workplace.
Enhanced dismissal protections for pregnant women and new mothers to safeguard job security during pregnancy, maternity leave and a return-to-work period.
Further harassment protections, specifying reasonable steps which will help determine whether an employer has taken all reasonable steps to prevent sexual harassment to provide clearer guidance and stronger enforcement against harassment.
Bereavement leave to give workers time to grieve with job security.
Ending the exploitative use of zero hours contracts to provide workers with stable hours and predictable income.
‘Day 1’ right to protection from unfair dismissal to ensure all workers are treated fairly from the start of employment.
Improving access to flexible working to help people balance work with family, health, and other responsibilities.
To ensure employers and workers are in the best possible position when these measures come into effect, the Government will produce clear and comprehensive guidance to help organisations navigate the changes.
This guidance will be made available in advance of implementation deadlines to allow time for familiarisation and preparation.
The Government will also work closely with Acas which will play a crucial role in both implementation of the new measures and continuing to provide support to employers and workers moving forward.
By taking a phased and measured approach to implementation, the Government aims to create lasting positive change to employment rights in the UK that works for both workers and businesses.
Co-op Group CEO, Shirine Khoury-Haq (left), said: “The Co-op is supportive of the Government’s ambitions to strengthen rights for workers through the Employment Rights Bill – as the world’s oldest and UK’s largest consumer co-operative, doing right by our 54,000 colleagues is core to our approach to doing good business.
”We’re convinced that treating employees well promotes productivity…”
“We’re convinced that treating employees well promotes productivity – it helps employers recruit, develop and retain the talent they need. Working in partnership with Government we believe this Bill is a once in a generation opportunity to ensure all workers are treated fairly whoever their employer might be.
Kate Nicholls, Chief Executive of UKHospitality, said: “Clear and precise timelines on when aspects of this legislation, and the processes to deliver them, will come into force is essential, and it was important that the Government embark on providing clarity.
“There are substantial changes for businesses in the Employment Rights Bill and it’s right that the Government is using the appropriate implementation periods for the most complex issues for hospitality, in order to get the details right for both businesses and workers.”
Responding to the news, Helen Dickinson (right), chief executive of the British Retail Consortium, said: “We welcome the publication of the Roadmap, particularly the clarity it provides around timescales for consulting on and implementing various policies within the Employment Rights Bill. It is critical this includes quality engagement with the large employing sectors where implementation will have significant consequences.
“Retailers remain concerned about some of the proposals. The industry has lost 350,000 jobs since 2015.”
“Retailers remain concerned about some of the proposals. The industry has lost 350,000 jobs since 2015. Currently provisions around huaranteed hours in particular could threaten the availability of local flexible part-time jobs. 1.5 million of the three million people in retail currently work part-time, which allows them to work as much or as little as they need and to balance work with their other life commitments.
“We look forward to engaging with Government and other stakeholders to ensure effective solutions are designed to address these concerns so the Bill tackles the unscrupulous employers, without penalising responsible ones and actually delivers benefits for retail employees.”
Full details of the implementation roadmap are available here. Implementing the Employment Rights Bill - GOV.UK
No comments yet