Major Employment Law Changes Ahead: Government Publishes Employment Rights Bill Roadmap

The UK Government has now released its implementation roadmap for the much-anticipated Employment Rights Bill. This phased approach will bring significant reforms to employment law between now and 2027, changes that all employers should consider and begin preparing for.

Among the more immediate measures is expected to be the repeal of the Strikes (Minimum Service Levels) Act 2023 and large parts of the Trade Union Act 2016, which will take effect as soon as the Bill becomes law. Enhanced protections for workers taking industrial action will also be introduced at this early stage.

From April 2026, we’ll see the introduction of:

•   Day one rights to paternity leave and unpaid parental leave;

•   Removal of the lower earnings limit and waiting period for statutory sick pay;

•   Enhanced whistleblowing protections;

•   The launch of a new Fair Work Agency; and

•   Reforms to trade union recognition and voting processes.

From October 2026, the focus shifts to employer responsibilities, including:

•   A new duty to prevent sexual harassment, including from third parties;

•   Restrictions on the use of ‘fire and rehire’ tactics;

•   Legal obligations around fair tipping practices; and

•   Expanded protections for trade union members and changes to employment tribunal time limits.

Finally, 2027 will see the implementation of some of the most impactful reforms:

•   Day one rights to claim unfair dismissal;

•   Enhanced dismissal protections for pregnant employees and new mothers;

•   Stronger rights for zero-hours workers, including fairer access to flexible work.

The government has said it will produce clear guidance well in advance of these deadlines to help businesses through the changes which is good news.  While the phased timeline gives businesses time to adapt, it’s clear that many existing employment contracts, policies, and handbooks will need reviewing and updating, possibly more than once.

We recommend that employers begin reviewing their documentation, starting with those areas most likely to be affected early in 2026.  As employment solicitors supporting SMEs here in Kent, we’re here to help you audit your policies, manage the transition smoothly, and stay compliant.

Please don’t hesitate to get in touch if you’d like tailored advice or support in preparing for these upcoming changes.

Amanda Finn is a partner at Gullands Solicitors a.finn@gullands.com