📢 A New Era for UK Workers: What the Employment Rights Bill Roadmap Means for You

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.

🧭 What Is the Employment Rights Roadmap?

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…

🗓 Key Timeline Highlights

🔹 From 2025 onwards

• Repeal of the Strikes (Minimum Service Levels) Act 2023

• Stronger protections for workers taking industrial action

🔹 April 2026

• 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

🔹 October 2026

• 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

🔹 2027

• ‘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

🛠 What This Means for Employers

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

💬 My Take

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.

✅ Ready to Get Ahead?

Whether you want a quick HR Health Check, help updating your policies, or support in embedding culture-first practices, we’re here to help.

📞 Let’s talk: Contact Us

Let’s make the future of work better — together.