The Government has published its employment law roadmap, setting out how and when the wide-ranging reforms in the Employment Rights Bill will be introduced.

While the original timeline was ambitious, the new roadmap signals a slower, more phased rollout—particularly when it comes to major reforms like zero-hour contracts and day-one unfair dismissal rights, which now aren’t expected until 2027.

Consultations Timeline

Some proposed changes will be preceded by a period of statutory consultation. We now have a clearer timeline for this. 

Expect consultations in Summer/Autumn 2025 on:

• Day-one unfair dismissal
• Single enforcement body (SSSNB)
• Social care pay
• Trade union reforms
• Fire-and-rehire ban
• Umbrella company rules
• Bereavement leave
• Pregnancy protections
• Zero-hour contract regulation

These will be followed by further consultations over Winter 2025/Early 2026 on:

• Tipping laws
• Flexible working rights
• Collective redundancy consultation processes
• Blacklisting protections

Key Implementation Milestones

As soon as the Bill receives Royal Assent:

• Repeal of Minimum Service Levels Act 2023 and parts of Trade Union Act 2016
• New protection from dismissal for those involved in industrial action

April 2026:

• Doubling the protective award for collective redundancy breaches
• Day-one rights to paternity leave and unpaid parental leave
• Strengthened whistleblowing protections
• Introduction of the Fair Work Agency
• Statutory Sick Pay reform (no lower earnings limit or waiting days)
• Easier trade union recognition and online ballots

October 2026:

• Fire-and-rehire ban
• Launch of a Fair Pay Agreement Negotiating Body for adult social care
• Stronger rules on tips

• Employer duty to take ‘all reasonable steps’ to prevent sexual harassment
• Expanded trade union rights 
• Stricter employment tribunal limits and protections for those taking industrial action

2027:

• Mandatory gender pay gap and menopause action plans (voluntary from April 2026)
• Strengthened protections for pregnant workers
• Extended flexible working rights
• New right to bereavement leave
• Restrictions on abusive zero-hour practices
• Regulation of umbrella companies
• Day-one unfair dismissal rights

What HR should do now

With this clearer and more realistic timescale, HR teams can start preparing:

• Update handbooks and policies – especially for family leave, harassment, and dismissal rights
• Consider responding to upcoming consultations – consider whether you wish to respond to the upcoming consultations to help shape final regulations
• Train managers – ensure line managers understand the upcoming duties and rights
• Audit payroll and benefits – to reflect upcoming SSP and leave changes

Now’s the time to strategically plan, using these timelines to make sure your internal systems are ready. With over two years of phased implementation, being proactive will pay off.

Read the implementation document in full here: https://assets.publishing.service.gov.uk/media/686258bdb466cce1bb1219dc/implementing-the-employment-rights-bill-roadmap.pdf

You can also complete an online enquiry form. One of the Wollens team will contact you as soon as they are available.