Employment Law Update July 2025 – Implementation Roadmap for the Employment Rights Bill
Employment law changes are on the horizon and the government have just released a roadmap for the roll out of these updates.
Whilst there is no immediate need to make any changes to your policies, it’s important to keep up to date with what’s coming so you’re ready to implement things as needed. We can help you stay up to date and supply you with any new or updated policies as and when required, so you remain compliant.
Key things to be aware of:
The following updates are set for implementation in April 2026:
- Protective award for collective redundancies – doubling maximum period
- ‘Day 1’ paternity and unpaid parental leave
- Enhanced whistleblower protections
- Establishment of a Fair Work Agency
- Statutory Sick Pay improvements (removal of lower earnings limit and waiting period)
- Simplified trade union recognition and digital/workplace balloting systems
The following updates are due for implementation in October 2026:
- Ban on fire-and-rehire
- Launch of a Fair Pay Agreement Negotiating Body for adult social care
- Stronger tipping laws
- Employer duty to take ‘all reasonable steps’ to prevent sexual harassment
- Expanded trade union rights
The following legislation are updates are due in 2027:
- Mandatory gender pay gap and menopause action plans (voluntary from April 2026)
- Rights for pregnant workers
- Bereavement leave
- Protections against zero hour contract abuse
- Umbrella company regulation
- ‘Day 1’ unfair dismissal rights Consultations will begin this summer and continue into early 2026.
Consultations will begin this summer and continue into early 2026.
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