This article is published with the permission of Lyndsay Salmon HR consultant and Support Cambridgeshire Trustee:
Exciting news for the HR enthusiasts out there – on 1 July the Government published its Implementation Roadmap for the Employment Rights Bill, this sets out how (and when) they plan to introduce the upcoming employment law changes.
I’ve highlighted the ones in bold which I think are most likely to have an impact on your organisation, and as soon as I have more information, I’ll be sharing that so you can ensure policies, procedures and processes are all updated and aligned with the changes.
Immediate (awaiting Royal Assent):
- Repeal of the Strikes (Minimum Service Levels) Act 2023 and major parts of the Trade Union Act 2016
- New protections preventing dismissal for participating in industrial action
April 2026:
- Protective award for collective redundancies – doubling maximum period
- ‘Day 1’ paternity and unpaid parental leave – no longer 26 weeks employment needed, this will be from day 1 of employment. You may need to update your policy and be aware
- Enhanced whistle-blower protections
- Establishment of a Fair Work Agency
- Statutory Sick Pay improvements (removal of lower earnings limit and waiting period) – this will be a bigger deal. Sick pay from day 1. You will need to update policies and ensure you are managing sickness carefully to help employees improve their attendance if needed
- Simplified trade union recognition and digital/workplace balloting systems
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 – already need to take reasonable steps – will now need to take ALL reasonable steps, further advice to follow as soon as we know what that might entail over and above current arrangements.
- Expanded trade union rights
- Time limits to bring an employment tribunal amended. (Maybe 6 months, not 3)
2027:
- Mandatory gender pay gap and menopause action plans (voluntary from April 2026)
- Rights for pregnant workers – Pay and leave being reviewed… watch this space
- Bereavement leave
- Protections against zero hour contract abuse – This looks likely to be banning exploitative contracts
- Umbrella company regulation
- ‘Day 1’ unfair dismissal rights. Consultations will begin this summer and continue into early 2026 – no longer will I say – ‘do they have 2 years’ service?’…. From day 1 employees will be able to bring a claim for unfair dismissal. Ensuing probation processes are fair and followed is likely to be important – but it’s been pushed well into 2027 which is much later than expected
Consultations will begin this summer and continue into early 2026.
Lyndsay will continue to monitor the Employment Rights Bill implementation and we will share any future insights.
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