The government’s Employment Rights Bill roadmap sets out an indicative timetable for implementation of the majority of the 28 policy changes being introduced by the Employment Rights Bill.  

The roadmap brings welcome clarity to the extensive programme of reform being introduced by the Bill.  While there will be no unexpected surprises immediately following the Bill achieving Royal Assent (now expected in Autumn 2025), employers should prepare for a busy period ahead, with reforms being phased in at six monthly intervals from April 2026 until 2027.

Key changes for employers include:

April 2026

• Doubling the maximum protective award from 90 to 180 days for breach of the collective redundancy consultation requirements
• Day one right to paternity leave and unpaid parental leave

October 2026

• Implementation of contractual variation restrictions
• Requirement to take all reasonable steps to prevent sexual harassment
• Introduction of protections in respect of harassment by third parties
• Employment tribunal time limits to increase from three to six months

2027

• Unfair dismissal to become a day one right
• Commencement of regulation of umbrella companies
• Introduction of guaranteed hours offers for zero and low hours workers

The government has also indicated that the Fair Work Agency will be established in April 2026.  This body will bring together existing enforcement functions (such as national minimum wage enforcement), as well as functions relating to holiday pay and statutory sick pay.  The expectation is that the agency’s remit will expand over time.  Crucially, the Employment Rights Bill confers powers on the Fair Work Agency to investigate and take action against non-compliant businesses, including the power to inspect workplaces, require documents to be produced, issue notices of underpayment and associated penalties and bring proceedings on behalf of workers.

Prior to implementation, the government has a fulsome schedule of consultations planned for the next six months. These will help shape policy and the final form of regulations made under the Employment Rights Bill. The process will begin with a consultation on the details of the statutory probation period.  This is intended to allow employers to operate a modified dismissal process to make terminations within the initial period of employment less onerous.  The final policy position will determine how employers should prepare for the new day one right to claim unfair dismissal.

Full details of the Employment Rights Bill roadmap are contained in our publication: Timeline for changes under the Employment Rights Bill.