Government unveils roadmap to boost rights for half of all UK workers and provide certainty to employers

The Government has unveiled its comprehensive roadmap setting out how it will deliver its new package of workers’ rights through the plan to Make Work Pay.    

Landmark changes delivered through the Employment Rights Bill including sick pay for up to 1.3 million of the lowest earners and day one rights to parental and paternity leave will be introduced for the first time from early next year, demonstrating the government’s determination to boost living standards and protections for millions, whilst giving employers the certainty they need to plan for future changes.  

It also announced that the new Fair Work Agency will launch from early next year, creating a level-playing field so rogue employers cannot undercut good businesses who comply with the law.  

Informed by more than 190 pieces of engagement with businesses and other crucial stakeholders over the last 12 months, a phased approach was taken to give workers clarity and employers time to prepare. Key measures in the Bill will come into effect in 2026 and 2027, whilst further consultations are planned from this year into next.  

The reforms are a key part of the Government’s Plan for Change - the mission to make the country fit for the future by kick-starting economic growth and boosting productivity.    

Deputy Prime Minister Angela Rayner said:  "We’re working fast to deliver our promise of better living standards and more money in the pockets of working people as part of our Plan for Change.  

"These landmark reforms will kick in within months, demonstrating our commitment to making work pay for millions of workers across the country and delivering real change."

Business Secretary Jonathan Reynolds said:  "The Employment Rights Bill is a core part of the Plan for Change, directly benefiting half of all workers and boosting living standards across the country.     

"Since the beginning, we have been working with businesses big and small to ensure this Bill works for them, and this roadmap will now give them the clarity and certainty they need to plan, invest and grow.      

 "By phasing implementation, our collaborative approach balances meaningful worker protections with the practical realities of running a successful business, creating more productive workplaces where both employees and employers can thrive. "

Whether you’re a worker, an employer in the public or private sector, a trade union, a representative organisation, or from civil society, a wide range of voices have helped shape this Bill.     

Delivering change that works for everyone remains a priority, which is why the Government will continue to consult with business groups, employers, workers and trade unions in phases on the detail of the measures, beginning this summer and continuing into the new year.      

The rollout of all measures will follow a structured timeline, so that stakeholders can plan their time and resources to make sure they are ready when the changes come into effect. Highlights of the roadmap include:     

After the bill is passed: 

• Immediate repeal of the strikes (minimum service levels) act 2023 and the majority of the trade union act 2016 to create a better relationship with unions that will prevent the need for strikes. 

• Protections against dismissal for taking industrial action to ensure workers can defend their rights without fear of losing their jobs. 

April 2026: 

• Collective redundancy protective award – doubling the maximum period of the protective award to provide stronger financial security for workers facing mass redundancies. 

• ‘Day one’ paternity leave and unpaid parental leave to support working families from the very start of employment. 

• Whistleblowing protections to encourage reporting of wrongdoing without fear of retaliation. 

• Fair work agency established to enforce labour rights and promote fairness in the workplace. 

• Statutory sick pay – removing the lower earnings limit and waiting period 

• A package of trade union measures including simplifying trade union recognition process and electronic and workplace balloting to strengthen democracy and participation in the workplace. 

October 2026: 

• Ending unscrupulous fire and rehire practices to protect workers from being forced into worse terms under threat of dismissal. 

• Regulations to establish the fair pay agreement adult social care negotiating body in England to raise standards and pay in the social care sector.  

• Tightening tipping law - strengthen the law on tipping by mandating consultation with workers to ensure fairer tip allocation. 

• Requiring employers to take “all reasonable steps” to prevent sexual harassment of their employees to create safer, more respectful workplaces. 

• Introducing an obligation on employers not to permit the harassment of their employees by third parties to extend protections to all work environments, including public-facing roles. 

• A package of trade union measures including new rights and protections for trade union representatives, extending protections against detriments for taking industrial action and strengthening trade unions’ right of access. 

2027: 

• Gender pay gap and menopause action plans (introduced on a voluntary basis in April 2026) to promote gender equality and support women’s health in the workplace. 

• Enhanced dismissal protections for pregnant women and new mothersto safeguard job security during pregnancy, maternity leave and a return-to-work period. 

• Further harassment protections, specifying reasonable steps which will help determine whether an employer has taken all reasonable steps to prevent sexual harassment to provide clearer guidance and stronger enforcement against harassment. 

• Creating a modern framework for industrial relations to build a fairer, more collaborative approach to workplace relations. 

• Bereavement leave to give workers time to grieve with job security. 

• Ending the exploitative use of zero hours contracts to provide workers with stable hours and predictable income. 

• ‘Day 1’ right to protection from unfair dismissal to ensure all workers are treated fairly from the start of employment. 

• Improving access to flexible working to help people balance work with family, health, and other responsibilities. 

To ensure employers and workers are in the best possible position when these measures come into effect, the Government will produce clear and comprehensive guidance to help organisations navigate the changes. This guidance will be made available in advance of implementation deadlines to allow time for familiarisation and preparation.     

The Government will also work closely with Acas which will play a crucial role in both implementation of the new measures and continuing to provide support to employers and workers moving forward.      

By taking a phased and measured approach to implementation, the Government aims to create lasting positive change to employment rights in the UK that works for both workers and businesses.    

Peter Cheese, chief executive of the CIPD, the professional body for HR and people development, commented: "We asked for a clear plan from the government, so we’re pleased to see this roadmap, which will give employers some more clarity to prepare for the biggest set of workplace reforms in decades.   

"We’re pleased to see that the measures are being phased in gradually over many months. This will give more time for further consultation on key points of detail, and organisations more time to update their policies and practices.   

"It’s positive to see the recognition of the critical role for Acas in supporting employers to comply with the new measures. We will work with the government to help provide the guidance the HR profession and managers need to implement the upcoming changes. Small businesses in particular will need clear advice and guidance to help them comply."

TUC general secretary Paul Nowak said: "After the failed era of insecure work and squeezed living standards, the Employment Rights Bill is badly needed. Banning exploitative zero hours contracts, giving workers a stronger voice and ending fire and rehire are all common-sense and popular reforms. 

"It’s welcome that workers will start to benefit from these long overdue changes from later this year - but this timetable must be a backstop. We need to see these new rights in action as soon as possible. Decent employers don’t need to wait for the law to change. They should be working with staff and unions right now to introduce these changes as quickly as possible.  

"It’s time to level up Britain’s workplaces and end the scourge of insecure work."

Acas Chief Executive Niall Mackenzie said: "We welcome the publication of the Employment Relations Bill Roadmap, giving clarity to employers and workers on the timescale for these important changes to employment law. At Acas, we know that good workplace relations is at the heart of resilient, successful organisations and good business. It is encouraging to see the government place employment relations at the heart of its plan to grow the economy.  

"Acas will continue to work with the Department for Business and Trade, employers, trades unions and others to support employers and workers. We are proud to be the go-to organisation to help navigate changes to workplace relations through our expert Codes, guidance and freely available advice."

Kate Nicholls, Chief Executive of UKHospitality, said:  "Clear and precise timelines on when aspects of this legislation, and the processes to deliver them, will come into force is essential, and it was important that the Government embark on providing clarity. 

"There are substantial changes for businesses in the Employment Rights Bill and it’s right that the Government is using the appropriate implementation periods for the most complex issues for hospitality, in order to get the details right for both businesses and workers."

Tania Bowers, Global Public Policy Directorat APSCo commented: “It’s clear that the Government has encountered far greater resistance to the Bill from the Lords and business departments than it had anticipated, so we are glad that there is now some additional breathing room. There is an understandable and correct concern in the professional recruitment market that implementing such a significant reform of employment rights without the full understanding of the impact it will have on business growth and the UK’s economic strength simply cannot happen.

“We saw earlier this week that there was a renewed focus from Lord Chris Holmes to reintroduce an amendment to the Bill which would see a licensing entity created for umbrella companies. It’s clear that there is still a lot to be debated on the topic and continued resistance, which in itself it telling.

“There are also a number of areas in the Employment Rights Bill proposals where the details aren’t substantial enough or haven’t faced the level of scrutiny that will only be detrimental to the Bill’s impact. For example, the changes to fire and rehire clauses would mean that it is unlawful for a company to make any contractual change, including a change of office address. This level of scrutiny is needed in any impact assessment, and this delay to Royal Assent gives the Government an opportunity to deliver that. There will be more consultations in the late summer and throughout Autumn; APSCo hopes that this opportunity is capitalised on now, to prevent future instability for the staffing sector.”

Full details of the implementation roadmap are available here: Implementing the Employment Rights Bill - GOV.UK