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The UK Government has just unveiled one of the biggest shake-ups in employment law in decades — and it’s something that all employers and HR professionals need to have on their radar.
On 1st July, the Government published its Employment Rights Bill Implementation Roadmap. This roadmap sets out when and how new workers’ rights and employer responsibilities will be introduced, and it’s a game-changer — affecting over 15 million workers across the UK.
So what’s actually changing? And what do you need to do now? Here’s my summary — in plain English — of what’s coming and when.
Implementing the Employment Rights Bill – Our roadmap for delivering change
It’s a clear, phased plan showing how the Employment Rights Bill will be rolled out. The aim? To boost living standards, create fairer workplaces, and give businesses time to adapt.
The roadmap covers changes to:
Sick pay
Parental leave
Protection against unfair dismissal
Whistleblowing
Sexual harassment prevention
Zero-hours contracts
Trade union rights
And much more…
Repeal of the Strikes (Minimum Service Levels) Act 2023
Stronger protections for workers taking industrial action
Day one rights to unpaid parental leave and paternity leave
Statutory Sick Pay available to lower earners — no more minimum income threshold or waiting days
Whistleblowing protections strengthened
New Fair Work Agency to enforce rights and tackle non-compliance
Trade union recognition and balloting processes modernised
Ban on exploitative “fire and rehire” practices
Employers must take “all reasonable steps” to prevent sexual harassment
New duty not to permit third-party harassment (great news for customer-facing sectors)
Fairer tipping laws – including consultation with staff
Social care pay reform starts with fair pay agreements
‘Day 1’ protection from unfair dismissal
Ban on zero-hours contract abuse
New rights to bereavement leave
Action plans for gender pay gap and menopause support
Enhanced protections for pregnant employees and returners
Right to request flexible working from day one
This isn’t a “wait and see” moment. These reforms will fundamentally change how we manage people and risk in the workplace.
If you’re an SME, HR lead, or business owner, start thinking about:
Updating contracts and handbooks to reflect day one rights
Reviewing your sickness absence and family leave policies
Training managers on sexual harassment prevention and safeguarding responsibilities
Preparing for fairer rota systems, especially for workers with irregular hours
Assessing your approach to performance, dismissals, and flexible working
Strengthening whistleblowing procedures and wellbeing support
This is an ambitious and long-overdue package of reforms. It finally recognises the real-world challenges many workers face — from unpredictable shifts and job insecurity to harassment, burnout, and a lack of basic rights from day one.
For employers, it’s an opportunity — not just a compliance exercise. It’s a chance to future-proof your culture, retain great people, and show your team that you’re serious about fairness and support.
At Craven, we’ll be keeping a close eye on consultations and guidance releases. We’re already working with clients to prepare, adjust policies, and support leaders through the changes.
Whether you want a quick HR Health Check, help updating your policies, or support in embedding culture-first practices, we’re here to help.
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Let’s make the future of work better — together.
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