2 July 2025
The Government’s recently published Implementation Roadmap for the Employment Rights Bill marks a significant transformation in employment law, affecting millions of workers and businesses across England. The roadmap details a phased introduction of new rights and obligations, giving employers time to adapt while aiming to improve working conditions, raise living standards, and provide greater certainty for business planning.
Key changes and timetable
The roadmap sets out a clear timeline for the introduction of new measures:
- Two months after Royal Assent: Immediate changes include repealing most of the Trade Union Act 2016, simplifying industrial action notices, and strengthening protections against dismissal for those taking industrial action.
- April 2026: Major reforms such as doubling the protective award in collective redundancies, granting ‘day one’ rights to paternity and parental leave, removing the lower earnings limit and waiting period for Statutory Sick Pay, and establishing the Fair Work Agency will come into effect.
- October 2026: Further measures include restrictions on ‘fire and rehire’ practices, enhanced protection against third-party harassment, and strengthened trade union access rights.
- 2027: The most anticipated changes; ‘day one’ protection against unfair dismissal and new rights for workers on zero hours contracts will be implemented, alongside requirements for gender pay gap action plans.
The Government has committed to ongoing consultation with employers and stakeholders to ensure that the reforms are both practical and effective.
How we can assist
Our expertise can support companies in several key areas:
- Legal compliance: We can audit current HR policies, contracts, and procedures to ensure they align with the new legal requirements as each phase of the Bill is implemented.
- Risk management: By advising on potential legal risks, such as those arising from changes to redundancy processes, sick pay, or unfair dismissal we can help companies avoid costly disputes and tribunal claims.
- Policy development: We can draft or update internal policies relating to parental leave, whistleblowing, anti-harassment, and flexible working, ensuring that documentation is robust and compliant.
- Training and communication: We can deliver training to HR teams and management on the practical implications of the new laws, helping staff understand their responsibilities and reducing the risk of inadvertent breaches.
- Dispute resolution: Should disputes arise under the new regime, we are equipped to advise on resolution strategies, represent companies in negotiations, or defend claims at employment tribunals.
Preparing for change
With the Employment Rights Bill representing the most significant upgrade to workers’ rights in a generation, early engagement with employment solicitors is vital. By seeking legal advice now, companies can:
- Proactively identify areas of risk and non-compliance;
- Implement changes in a timely, structured manner; and
- Ensure their business remains competitive and attractive to both current and prospective employees.
The phased approach of the roadmap gives businesses time to adapt, but the complexity and breadth of the reforms mean that expert legal guidance will be essential for a smooth transition.
If you would like access to advice or need further guidance, please contact the Employment Team at Blaser Mills Law on 02038 142020 or email enquiries@blasermills.co.uk.