Employment Rights Bill roadmap: What employers need to know

Big changes are coming to UK employment law, and they’re going to affect every UK workplace, from family-run businesses, fast-growing startups and large organisations.

The government announced a roadmap of reforms under the new Employment Rights Bill. These long overdue changes, rolling out from now through 2027, are designed to give workers stronger protections and more stability, while helping employers navigate with clearer rules and fewer grey areas.

If you’re an HR manager, a business owner, or run the people and processes part of a company, here’s what you need to know (and how to start preparing now).

So, what’s this all about?

The Employment Rights Bill is a major shake-up of UK employment law. It covers everything from unfair dismissal rights and zero-hours contracts to workplace harassment, sick pay and union engagement.

There are 28 changes in total, with some coming into effect straight after the bill is passed, and others being rolled out gradually through 2026 and 2027. The goal? To create a fairer, more modern and supportive workplace for everyone.

To make sure everything runs smoothly, the changes will follow a clear, step-by-step roadmap so nothing gets missed and employers have time to prepare.

The highlights at a glance

Here are some of the biggest benefits coming in for workers:

• Day-one right to claim unfair dismissal

No more probation periods before employees are protected. Everyone gets fair treatment from day one.

• Stricter rules on zero-hour contracts

After 12 weeks, employers will need to offer guaranteed hours, bringing stability to previously unpredictable work patterns.

• Boosted sick pay access

The lower earnings limit and waiting period are going, making it easier for more people to claim SSP.

• Stronger protection against sexual harassment

Employers will be required to take “all reasonable steps” to prevent harassment, by both colleagues and third parties.

• New leave rights and support for families

Day-one paternity leave, bereavement leave, and better protections for new and expectant mothers. Statutory pay for paternity leave is paid in the same way as regular wages, so the money is included with your normal payroll.

Statutory pay is subject to tax deductions and will appear on your payslip alongside your other earnings. The new rules also clarify the responsibilities of both employers and employees to ensure these rights are properly implemented.

• Modernised trade union rules

Think easier recognition, electronic voting, and better access for union reps.

What’s happening when?

As soon as the bill passes:

• The Strikes (Minimum Service Levels) Act 2023 and parts of the Trade Union Act 2016 will be repealed.
• Employees will be protected from dismissal for taking part in lawful industrial action.

April 2026:

• Redundancy compensation gets doubled for mass layoffs.
• Day-one leave rights kick in for paternity and unpaid parental leave.
• Fair Work Agency launches to enforce these new rights.
• Whistleblowing protections expand to encourage safe reporting.
• Understanding your employment status is crucial, as it determines your rights and eligibility for these new measures.
• Statutory Sick Pay (SSP) eligibility widens, making it available to more workers.
• Trade union recognition and balloting become simpler and more democratic.

October 2026:

• ‘Fire and rehire’ tactics will be banned.
• Social care sector pay to be negotiated through a new Fair Pay Agreement body.
• Tipping law tightened and staff must be consulted on how tips are shared.
• Harassment protections strengthened, including duties to prevent third-party abuse.
• More rights for trade union reps and those taking part in industrial action.
  
  

2027:

• Gender pay gap and menopause action plans become the norm.
• Extended protections for pregnant employees and new mums.
• More detailed guidance on how to prevent workplace harassment.
• Bereavement leave rights introduced.
• Ban on exploitative zero-hours contracts, bringing predictable hours to more roles.
• ‘Day one’ unfair dismissal protection becomes standard.
• Better access to flexible working, making work-life balance more realistic.

As the world of work continues to change, it’s important for businesses to help both their teams and leaders get ready for what’s ahead.

Building a workplace that’s adaptable and resilient will make it easier to handle whatever comes next, and create a positive culture people want to be part of.

Flexible working, notice periods & job security: What’s changing?

The Employment Rights Bill is giving employees more flexibility from day one, no more waiting 26 weeks to request changes to hours, location, or working patterns. This became law in April 2024. Employers will need clear, fair processes in place to handle these requests.

Notice periods are also getting longer, giving workers more stability when changes happen. And for mass redundancies, the protective award period is doubling, offering stronger financial support.

The bill also tackles zero-hour contracts. After 12 weeks, employers must offer guaranteed hours or fair compensation, helping to bring more security to unpredictable roles.

Collective redundancy: What employers need to know

The Employment Rights Bill brings in tougher rules around collective redundancies to make sure employees are treated fairly.

Employers will need to properly consult with trade unions or employee reps before making big changes, sharing information and allowing time for real discussion.

The minimum consultation period is being extended, and if employers don’t follow the rules, they could face a protective award, now with double the maximum payout to give workers more financial security.

The bill also modernises how unions vote, allowing for electronic and workplace ballots to boost participation. For employers, it’s time to review redundancy procedures, focus on clear communication, and ensure everything is done by the book.

Eligibility and lower earnings limit: Who’s covered under the new rules?

The Employment Rights Bill is expanding who’s eligible for key protections, and it’s great news for low earners and those in less traditional roles.

The lower earnings limit is being scrapped, meaning more people, like those on low incomes, zero-hours contracts, or working through umbrella companies, will now qualify for Statutory Sick Pay. The waiting period is also being removed, so support kicks in faster when it’s needed most.

Eligibility for parental, paternity, and maternity leave is also widening, making it easier for more workers to take time off for family reasons.

Other changes include stronger rules around tipping, ensuring fairer pay, and clearer duties for employers to prevent workplace harassment, all steps toward a more inclusive, respectful work environment.

Employers will need to update policies and payroll systems to make sure everyone has equal access to these benefits.

What this means for employers

Let’s be honest, this is a lot of change. But with a clear roadmap and a bit of prep, you can make the transition smooth for your team and your business.

Investing in development initiatives, like providing structured learning and training, helps managers and staff understand and follow the new legal rules.

Here’s how to get started:

Review and refresh your contracts

Make sure your employment contracts:

• Reflect day-one dismissal rights.
• Include clear terms on flexible working, sick pay, and leave.
• Align with zero-hour contract reforms.

This might also be a good time to revisit your probation processes and make sure expectations are clearly defined from day one.

Review and update your policies (yes, all of them)

Policies on things like dismissal, grievance procedures, harassment, and union engagement need to reflect the new rules.

If it’s been a while since your last HR policy review, now’s the time to give everything a refresh. Clear, up-to-date policies protect both your business and your team.

Communicate, communicate, communicate

Don’t assume your employees know their new rights, or how these changes affect them.

Use simple, regular communication (think: intranet posts, team briefings, quick Q&A sessions, Breathe company announcements) to keep everyone in the loop. Encourage open conversations and create a culture of trust as you roll out new policies.

Train your team

Make sure your managers understand what’s changing and how to support their teams. Run training sessions around:

• Preventing harassment
• Managing flexible work
• Understanding the new dismissal protections
• Supporting wellbeing during transition periods

And don’t forget about your wider team and build awareness so everyone understands their rights and how to raise any concerns.

Conduct a workforce audit

Check:

• Are you using zero-hour contracts fairly?
• Do your flexible working arrangements meet the new standards?
• Are your disciplinary and grievance procedures up to date?

Regular audits help catch compliance gaps before they become problems.

Take part in consultations

Some of these reforms (like trade union recognition or fair pay agreements) involve employer input. Stay engaged, offer your insights, and help shape how these changes work in practice.

Before you go

The Employment Rights Bill is one of the biggest employment law changes in recent years. And while change can feel daunting, this is a great opportunity to build a more supportive, transparent, and fair workplace.

Getting your house in order now, contracts, policies, training, and communication, means you’ll be ready when each reform kicks in. Remember, if you start this process sooner rather than later, you're giving yourself enough time for when the changes become law.

At Breathe, we’re here to help you manage the change. Our software makes it easy to keep your people data, policies, and processes compliant, all in one place.

FAQs

What is ‘day one’ unfair dismissal protection?

It means every employee can challenge unfair dismissal from their first day at work, no more waiting periods.

What’s changing with zero-hours contracts?

After 12 weeks, workers will need to be offered guaranteed hours to bring more predictability to their schedule.

How should employers prepare for these changes?

Review contracts and policies, update your training, and communicate clearly with your teams.

Why does workforce culture matter here?

Respectful, transparent cultures make legal transitions smoother. Employees feel safer, more engaged, and more informed.