Category: Employment Law, News
The government has unveiled the roadmap which sets out how it will deliver the Employment Rights Bill. The reforms are a key part of the government’s Plan for Change.
Announced on Tuesday 1st July, it also states that the new Fair Work Agency will launch from early next year, intended to create a level-playing field “so rogue employers cannot undercut good businesses who comply with the law”.
Key measures in the bill will come into effect next year and in 2027, while further consultations are planned from this year into the next.
You can read the detail here on the GOV.UK website, but in summary, these are the key dates for implementation:
Immediate – awaiting Royal Assent
- Repeal of the Strikes (Minimum Service Levels) Act 2023 and major parts of the Trade Union Act 2016.
- New protections preventing dismissal for participating in industrial action.
April 2026
- Protective award for collective redundancies.
- Day One paternity and unpaid parental leave.
- Enhanced whistleblower protection.
- Establishment of a Fair Work Agency.
- Statutory sick pay improvements (removal of lower earnings limit and waiting period).
- Simplified Trade Union recognition and digital/workplace balloting systems.
October 2026
- Ban on fire and re-hire.
- Launch of a Fair Pay Agreement Negotiating Body for adult social care.
- Stronger tipping laws.
- Employer duty to take “all reasonable steps” to prevent sexual harassment.
- Expanding trade union rights.
2027
- Mandatory gender pay gap and menopause action plans (voluntary from April 2026).
- Rights for pregnant workers.
- Bereavement leave.
- Protections against zero hour contract abuse.
- Umbrella company regulation.
- Day one unfair dismissal rights.
If you need help with preparing for these changes, revised or new policies to ensure you are compliant, get in touch!
The experts at Access2 Human Resources can advise and guide you through these changes and help ensure you are prepared for when the changes come into effect.
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