On 1 July 2025, the Government published a detailed roadmap for the Employment Rights Bill (“Bill”), a cornerstone of Labour’s “Make Work Pay” agenda. Introduced in October 2024, the Bill marks a significant shift in UK employment law, with phased reforms set to reshape workplace rights and responsibilities over the coming years.
Below, we break down the roadmap’s key proposals, timelines, and what this means for employers and workers alike.
What is the Employment Rights Bill?
The Employment Rights Bill is a legislative response to the evolving nature of work in the UK. Post-pandemic shifts in work location, hours, gig work and freelancing have left gaps in employment protections, prompting the Government to act within its first 100 days in office with the view of making the economy better fit to the needs and requirements of the working people.
Fundamentally, the Bill seeks to:
- Modernise workplace rights
- Strengthen worker protections
- Promote fair pay and flexibility
After completing its time in the House of Commons (March 2025), the Bill is now at the Report Stage in the House of Lords. Royal Assent is expected in Autumn 2025.
There have already been several amendments to the first draft of the Bill along the way, including from consultations undertaken by the Government, with further changes and clarifications expected as the Bill continues to progress.
Whilst, therefore, full details of the Bill are still being finalised, the roadmap looks to outline several significant provisions that will be incorporated into this crucial piece of legislation and provide advance notification as to when these changes may occur.
What does the Employment Rights Bill roadmap cover?
The roadmap outlines a phased approach to implementing the Bill, detailing expected consultation periods and rollout dates of specific reforms. It provides stakeholders with a valuable opportunity to prepare in advance.
Government’s phased approach
The Government has committed to a phased rollout for both:
- Consultations on proposed reforms
- Implementation of legislative changes
This strategy ensures broad engagement and helps employers adjust gradually to the new employment framework.
Key consultation phases
Summer/Autumn 2025
- Reinstating School Support Staff Negotiating Body (SSSNB)
- Adult Social Care Fair Pay Agreement
- Day 1 protection from unfair dismissal
Autumn 2025
- A package of trade union measures including electronic balloting and workplace balloting; simplifying trade union recognition processes; duty to inform workers of their right to join a trade union; and, right of access. New rights and protections for trade union representatives will be covered by an ACAS Code of Practice consultation.
- Fire and rehire measures
- Umbrella company regulation
- Bereavement leave
- Rights for pregnant workers
- Ending exploitative use of Zero Hours Contracts
Winter 2025/Early 2026
- A package of trade union measures including protection against detriments for taking industrial action and, blacklisting
- Collective redundancy
- Flexible working updates
- Tightening tipping law
When will measures come into force?
At Royal Assent (or soon after)
- Repeal of Strikes (Minimum Service Levels) Act 2023
- Repeal of the great majority of the Trade Union Act 2016 (some provisions will be repealed via commencement order at a later date)
- Removal of 10-year ballot requirement for political funds
- Simplifying industrial action notices and industrial action ballot notices
- Protection against dismissal for taking industrial action
April 2026
- Collective redundancy protective award – doubling the maximum period of the protective award
- Day 1 Paternity and Unpaid Parental Leave
- Whistleblowing protections
- Establishment of Fair Work Agency
- Statutory Sick Pay reforms – remove the Lower Earnings Limit and 3-day waiting period
- Simplifying trade union recognition process
- Workplace and electronic balloting
October 2026
- Fire and rehire
- Bringing forward regulations to establish the Fair Pay Agreement Adult Social Care Negotiating Body
- Procurement - two-tier code
- Tightening tipping law
- Duty to inform workers of their right to join a trade union
- Strengthen trade unions' right of access
- Requiring employers to take “all reasonable steps” to prevent sexual harassment of their employees
- Introducing an obligation on employers not to permit the harassment of their employees by third parties
- New rights and protections for trade union reps
- Employment tribunal time limits
- Extending protections against detriments for taking industrial action
December 2026
- Mandatory Seafarers Charter
2027 (Dates TBC)
- Gender pay gap and menopause action plans (introduced on a voluntary basis in April 2026)
- Rights for pregnant workers
- Introducing a power to enable regulations to specify steps that are to be regarded as “reasonable”, to determine whether an employer has taken all reasonable steps to prevent sexual harassment
- Blacklisting
- Industrial relations framework
- Regulation of umbrella companies
- Collective redundancy – collective consultation threshold
- Flexible working
- Bereavement leave
- Ending the exploitative use of ZHCs and applying
- Zero Hours Contracts measures to agency workers
- ‘Day 1’ right – protection from unfair dismissal
Preparing for day 1 unfair dismissal rights
One of the most significant and debated changes is the introduction of unfair dismissal protections from day 1 of employment. Despite consultation beginning in late 2025, this measure isn’t expected to come into effect until 2027, giving employers around 18 months to prepare.
This delay offers employers valuable lead time to:
- Review internal HR policies
- Revise probation and dismissal processes
- Train managers and HR teams on the new legislative requirements
Next steps for employers
The roadmap signals a transformational shift in UK employment law. To stay ahead:
- Monitor roadmap developments
- Engage with consultations where relevant
- Prepare for phased implementation
- Stay compliant with support from HR/legal teams
As highlighted above, the Bill continues to see changes as it progresses through Parliament, the most recent suite of amendments being tabled on 7 July 2025 after release of the Government’s roadmap. These propose some substantial amendments to the previous draft legislation, and it is, therefore, important that employers remain alert to ongoing developments and consider these alongside the recently published roadmap.
The Government has also promised further guidance for employers, trade unions and workers, allowing time for familiarisation ahead of each implementation stage.
Final thoughts
While not all provisions are final, the Employment Rights Bill represents a significant and long-term shift in how workplace rights are defined and protected in the UK. The roadmap offers clarity and structure, and employers should use this time to prepare accordingly.
Whether the reforms will “work for all” remains to be seen but proactive engagement now will place employers in the best possible position once changes take effect.
If you would like advice on how the Employment Rights Bill may impact your organisation, or support in preparing for its phased implementation, please get in touch with our team.
Read the full Government roadmap:
Implementing the Employment Rights Bill
Read the latest version of the Employment Rights Bill:
Employment Rights Bill 7 July 2025
The information provided in this article is provided for general information purposes only, and does not provide definitive advice. It does not amount to legal or other professional advice and so you should not rely on any information contained here as if it were such advice.
Wright Hassall does not accept any responsibility for any loss which may arise from reliance on any information published here. Definitive advice can only be given with full knowledge of all relevant facts. If you need such advice please contact a member of our professional staff.
The information published across our Knowledge Base is correct at the time of going to press.
