Employment Rights Bill Roadmap 2025–2027: Key Dates and Changes for UK Employers

11 July 2025 | Business & Workplace |

On 1 July 2025, the UK government published its official Employment Rights Bill (ERB) roadmap, outlining a phased rollout of major employment law changes through 2027. This roadmap gives employers and HR professionals essential insights into the timeline for legal updates, including whistleblower protection, flexible working, unfair dismissal rights, and protection for zero-hours workers.

While many provisions aim to enhance employee rights, some significant changes, such as day 1 unfair dismissal protection, will not come into force until 2027. Below is a summary of the most important developments.

April 2026: First Wave of Employment Law Changes

Starting 6 April 2026, employers should prepare for:

• Day 1 rights for Paternity Leave and Unpaid Parental Leave
• Sexual harassment complaints to be treated as protected disclosures under whistleblower laws
• Increased penalties for breaching collective redundancy rules (from 90 to 180 days’ pay)
• Establishment of a new Fair Work Agency
• Statutory Sick Pay (SSP) reform: elimination of waiting days and the lower earnings limit
• Legalisation of e-balloting for industrial action
• Simplified Trade Union recognition procedures

October 2026: Strengthening Worker Protections

From 1 October 2026, a stronger focus on employee protections comes into play:

• Ban on “fire and rehire” practices
• Employers must inform staff of their right to join a Trade Union
• Tougher standards to prevent workplace sexual harassment—employers must take “all reasonable steps”
• Employers are responsible for third-party harassment (e.g., customers, clients)
• Employment Tribunal claim limits extended from 3 to 6 months
• Introduction of collective bargaining rights for adult social care workers
• Enhanced tipping law enforcement
• Increased protections for Trade Union representatives, including access rights and protection from detriment

2027: Major Employment Law Reforms to Take Effect

Significant changes will roll out during 2027, including:

• Day 1 unfair dismissal rights
• Strengthened flexible working rights
• Revised collective redundancy consultation thresholds
• Legal guarantees around zero-hours and low-hours contracts
• New entitlements to Bereavement Leave
• Protections for pregnant workers
• Mandatory Gender Equality Action Plans
• Clarified duties around preventing workplace harassment
• Umbrella company regulation
• Protection against blacklisting
• Updates to the industrial relations framework

ERB Consultation Timeline: What to Expect

The government will run multiple consultation phases before finalising the Employment Rights Bill:

Summer–Autumn 2025: Day 1 unfair dismissal protection, zero-hours protections, Bereavement Leave, umbrella company regulations, pregnant worker rights

Winter/Early 2026: Flexible working changes, trade union law reform, collective redundancy thresholds, tipping regulations

The government has stated that some areas may require multiple rounds of consultation. Final policy details may be implemented through regulations, guidance, or codes of practice.

While the final versions of the proposed laws are still under consultation, the government’s commitment to a transparent, phased approach is a positive step for business planning and compliance.