On 1 July, the Government revealed its long-awaited timeline for reforming workers’ rights under the new Employment Rights Bill – with the first major changes due to begin in April 2026.
Dubbed a “roadmap for change”, the plan sets out when over two dozen new measures will come into force, covering everything from sick pay and parental leave to trade union rights and the end of exploitative practices like ‘fire and rehire’. Aimed at improving workplace protections and fairness, the changes will be phased in over the next two years.
Key Changes from April 2026
From April 2026, employees can expect:
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Statutory sick pay from day one – with no lower earnings limit or waiting period
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Paternity and unpaid parental leave from the first day of employment
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Stronger whistleblowing protections
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A new Fair Work Agency to enforce rights
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A doubling of the maximum protective award in collective redundancies
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Simplified trade union recognition processes and electronic balloting
October 2026 – Harassment and Pay Fairness
Further updates planned for October 2026 include:
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A legal duty for employers to take all reasonable steps to prevent sexual harassment
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Protections against third-party harassment
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Stronger rights for trade union reps and striking workers
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Formal action to end ‘fire and rehire’
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Creation of a fair pay negotiating body for adult social care
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Stricter tip-sharing rules, including required staff consultation
Looking Ahead to 2027
By 2027, more significant changes are expected:
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Day-one protection from unfair dismissal
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Statutory bereavement leave
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Restrictions on zero-hours contracts
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Improved protection for pregnant employees and new mothers
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Voluntary gender pay gap and menopause action plans (pilots from April 2026)
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A modernised industrial relations framework
Immediate Repeals Once Passed
Some changes will happen as soon as the Bill passes, including the repeal of the Strikes (Minimum Service Levels) Act 2023 and most of the Trade Union Act 2016. New protections for those taking part in industrial action will also come into force immediately.
What It Means for Employers
Kate Palmer, Employment Services Director at Peninsula, welcomed the clarity but urged preparation. “Although nine months sounds like a long time, there is a lot for employers to do,” she said. “This roadmap marks a fundamental shift in workplace rights.”
Peter Cheese, Chief Executive of the CIPD, added: “We asked for a clear plan from the government, so we’re pleased to see this roadmap launched today.”
Preparing for the Change
While many of the measures won’t take effect until 2026 or later, employers are being advised to review their current policies and prepare for implementation. With several new rights applying from the first day of employment, onboarding processes in particular will need close attention.
Email – kirsty@kcapeople.co.uk
Call – 01244 732 070