Big Day for UK Employment Rights: What Employers Need to Know

1 Jul

Today marks a seismic shift for employment rights in the UK.

The government has unveiled its Roadmap to boost rights for half of all UK workers, aiming to raise living standards while providing employers with clarity and certainty.

Here’s what you need to know about the Employment Rights Bill and what it means for your business.

What’s Happening?

The Employment Rights Bill will introduce landmark changes including:

Sick pay for 1.3 million of the lowest earners
Day one rights to parental and paternity leave.
A new Fair Work Agency launching early next year to stop rogue employers undercutting good businesses.

This is part of the government’s Plan for Change, focused on making work pay and boosting productivity while giving employers the time and certainty needed to prepare.

When Will Changes Happen?

The government has promised a phased rollout:

At Royal Assent (soon):

Repeal of Strikes (Minimum Service Levels) Act 2023
Repeal most of the Trade Union Act 2016
Protections against dismissal for taking industrial action

April 2026:

Day 1 paternity leave & unpaid parental leave
Statutory Sick Pay: remove Lower Earnings Limit & waiting period
Fair Work Agency established
Whistleblowing protections
Simplifying trade union recognition & electronic/workplace balloting
Collective redundancy protective award increased

October 2026:

Fire & rehire ban
Adult Social Care Fair Pay Agreement regulations
Tightening tipping law
Third-party harassment duties for employers
Strengthening union rights of access
Sexual harassment prevention duties
Trade union reps’ rights
Employment tribunal time limits
Extended protections for industrial action
Two-tier procurement code

December 2026:

Mandatory Seafarers’ Charter

2027:

Ending exploitative zero-hour contracts (ZHCs)
ZHC measures extended to agency workers
‘Day 1’ unfair dismissal protection
Flexible working changes
Gender pay gap & menopause action plans
Industrial relations framework
Rights for pregnant workers
Regulation of umbrella companies
Blacklisting protections
Bereavement leave
Collective redundancy consultation thresholds
Defining “reasonable steps” for sexual harassment prevention

What Should Employers Do Now?

Employers across the public, private, and voluntary sectors need to start planning for these changes now to stay compliant, confident, and competitive.

Here’s what we’d do:

Map which changes will impact your workforce and budget.
Review contracts and policies to align with new rights.
Plan workforce needs early to avoid last-minute panic.
Train managers to handle the new rights with confidence.
Keep an eye out for official guidance to ensure compliance.

Why This Matters

With half of UK workers affected, these changes will transform the employment landscape, impacting hiring, retention, and culture. Proactive employers who prepare early will:

Avoid risk and legal headaches.
Improve employee experience and trust.
Maintain stability while these changes unfold.

Don’t Navigate These Changes Alone

🚨 There’s no better time to get an HR consultancy on your side.

For as little as £150 per month, you can access unlimited advice, policy updates, and practical support from HR experts you trust. We’ll help you adapt with ease, so you can focus on your people and your mission.

Let Us Help You Get Ahead

We’re here when you need us.

Practical, no-jargon HR advice
Clear action plans aligned with your culture
Unlimited support via our HR Hotline

💬 Ready to prepare your organisation for the Employment Rights Bill?
Get in touch today to book your Roadmap Readiness Session or sign up to our HR Hotline for ongoing support through these changes.

Lisa Smith