The UK government has released a roadmap (Tuesday 1 July) for implementing the employment rights bill, setting out a phased timetable for delivering what it claims will be the most significant upgrade to worker protections in decades. Here are the key dates we know of so far:
First steps: restoring union rights and worker protections in 2025
The bill’s initial changes – due immediately after its passage – will repeal the Strikes (Minimum Service Levels) Act 2023 and the majority of the Trade Union Act 2016, restoring collective bargaining rights, which were curtailed under previous Conservative governments.
Labour will also introduce legal protection for workers who take part in industrial action, making it unlawful for employers to dismiss staff for striking.
April 2026: family support, sick pay and a new enforcement agency
The next stage begins in April 2026, with a wave of reforms focused on family-friendly policies and financial security. All workers will gain day-one rights to unpaid parental and paternity leave, removing minimum service thresholds that previously delayed eligibility.
At the same time, the lower earnings limit and waiting period for statutory sick pay will be abolished, extending coverage to more than 1.3 million low-paid workers.
October 2026: addressing harassment, insecure work and sector pay
Later next year, more reforms will target workplace dignity and job security. A ban on fire and rehire tactics will be enforced, while a fair pay agreement negotiating body will be introduced for the adult social care sector to address low wages and workforce shortages.
Employers will also be required to take ‘all reasonable steps’ to prevent sexual harassment, including from third parties such as customers, and new tipping laws will ensure transparency and fairness in gratuity distribution.
The roadmap includes stronger protections for union reps and expands access to workplaces for union activity.
Final phase in 2027: equality, stability and flexible work
Some of the more complex reforms are not scheduled to come into place until 2027, after further consultations between the government, business groups and trade unions.
These changes include the introduction of bereavement leave, protection from unfair dismissal from day one, stronger rights for pregnant employees and ending the exploitative use of zero-hours contracts. Under the reforms, workers will gain greater predictability over their working hours.
The government will also encourage gender pay gap and menopause action plans – which will initially be introduced on a voluntary basis – alongside enhanced guidance for preventing workplace harassment and improving access to flexible working.
Right to Disconnect
The UK government’s plans to introduce a legal “right to disconnect”—allowing workers to ignore work-related communications outside of office hours—appear to have been scrapped. Although the right to disconnect was not included in the Employment Rights Bill when it was first introduced, it was expected to be added later. However, reports now indicate that ministers are set to abandon the plan altogether.
The decision to scrap the new right follows concerns that imposing such a rule could increase pressure on businesses, particularly amid economic challenges. However, this also means that UK workers will not receive the same protections seen in countries like France and Ireland, where right-to-disconnect laws have been implemented to safeguard employees from excessive out-of-hours work expectations.
Consultation and support to follow
The government has confirmed that consultations with employers, unions and other stakeholders will continue into 2026, building on more than 190 discussions that have already shaped its workplace reform roadmap.
To support businesses through the changes, independent public body ACAS will issue guidance for employers ahead of each stage of implementation. While the roadmap is a significant step, much of the detail is still to be decided.
