From banning zero-hours contracts to statutory sick pay for 1.3 million more workers, the Government's new Roadmap for Employment Rights Bill is being called the biggest upgrade to workers’ rights in a generation. But what does it actually mean and when do these changes kick in?
Here’s what you need to know, broken down by what’s happening now, what’s coming in 2026, and what’s just over the horizon.
Immediate Changes (Late 2025)
A few headline changes are expected to take effect shortly after the Bill receives Royal Assent:
- Repeal of the Strikes (Minimum Service Levels) Act 2023
- Repeal of most of the Trade Union Act 2016
- Simplified rules around trade union ballots and notices
- New protections against dismissal for taking part in industrial action
For employees, this strengthens your right to organise and take action without risking your job.
For employers, it underscores the need to actively engage with unions and ensure compliant dispute resolution processes.
Changes Taking Effect from April 2026
This is when workers and businesses will start to feel some of the most immediate practical impacts of the new legislation.
Key changes include:
- Statutory Sick Pay (SSP) will become available to around 1.3 million additional workers, by removing the lower earnings limit and the three-day waiting period.
- Paternity and unpaid parental leave will be available from day one of employment.
- Stronger whistleblower protections will be introduced.
- A new Fair Work Agency will be established to help monitor and enforce employment standards.
- Simplified processes for trade union recognition and rules to enable electronic and workplace balloting.
These reforms aim to improve access to key workplace rights, particularly for lower-paid and new employees, while also giving unions a clearer and more modern path to recognition.
October 2026: A Turning Point for Workplace Culture
The second major wave of reforms arrives in October 2026. These include:
- A ban on exploitative “fire and rehire” practices
- New obligations for employers to take “all reasonable steps” to prevent sexual harassment, including harassment from third parties (e.g. customers or clients)
- Strengthened rights for trade union access and representation
- A new duty to inform workers of their right to join a union
- Updates to employment tribunal time limits and extended protections for industrial action
- Implementation of a Fair Pay Agreement body for the adult social care sector
- Tighter rules on tipping and procurement codes to prevent a two-tier workforce
These reforms are not just about protecting workers, they are designed to raise standards across the board, particularly in sectors that have historically relied on insecure or low-paid labour.
What’s Coming in 2027
The final phase of the roadmap includes some of the most significant structural changes to the UK’s employment framework:
- Zero-hours contracts: The exploitative use of zero-hours contracts will be ended, with similar protections extended to agency workers.
- Protection from unfair dismissal will become a day-one right, scrapping probationary periods as a shield against wrongful dismissal.
- New rights for pregnant workers and improvements to bereavement leave
- Reforms to collective redundancy, and umbrella company regulation
- Stronger rights to request flexible working
- Gender pay gap and menopause action plans will be introduced, with some measures already starting voluntarily in 2026
These long-term changes aim to make the UK labour market more stable, fair, and fit for modern life - especially for women, carers, and those in insecure work.
What Employers Should Do Now
The government is taking a phased approach for a reason: to give businesses time to prepare. But that doesn’t mean employers can wait.
Key steps for employers:
- Start reviewing employment policies and contracts, especially around sick pay, parental leave, and dismissal procedures
- Stay updated on government consultations and prepare to engage with changes to union access, harassment protections, and tribunal timelines
- Work with HR and payroll providers to assess what system changes may be needed
- Use guidance from Acas and the forthcoming Fair Work Agency to support implementation
Employers who act early will be best placed to comply and to attract and retain talent in a changing job market.
A Fairer Future for Work
The Employment Rights Bill is not just a legal reform, it’s a cultural shift. It raises the floor on pay, security, and dignity at work. For employees, that means more rights and protections. For businesses, it means more responsibility but also, a more level playing field.
Whether you’re leading a company, managing a team, or just starting a new job, these changes are coming and they matter.
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