The Government recently (1 July 2025) published its Employment Law Roadmap which lays out an ambitious framework for workplace reform over the next 12 to 24 months. While many of the proposed changes are still at the consultation or early legislative stages, it provides clarity on when the various wide-ranging changes to employment law are likely to come into effect.

For employers, you need to prepare now, this gradual phasing of measures, will give employers time to prepare and adapt their people practices, but concerns remain.

They have set out a phased consultation process from Summer/Autumn 2025 through to Winter/early 2026 together with a phased implementation approach. We’ve highlighted a short list of the key employment law measures that the Government states will be introduced and when the measure will come into force.

April 2026

  • Changes to Statutory Sick Pay
  • Simplifying trade union recognitions process
  • Collective redundancy protective award – doubling the maximum period of the protective award
  • ‘Day 1’ Paternity Leave and unpaid parental leave
  • Additional whistleblowing protections
  • Fair work agency body established

October 2026

  • Fire and rehire prohibition
  • Requiring employers to take ‘all reasonable steps’ to prevent sexual harassment of employees
  • Obligation on employers to take all reasonable steps to prevent harassment
  • Employment tribunal time limits changes

2027

  • Gender pay gap and menopause actions plans (April 2026 voluntary), 2027 Mandatory
  • Rights for pregnant workers
  • Collective redundancy – collective consultation threshold
  • Flexible working
  • Bereavement leave
  • Ending ‘exploitative’ zero hours contracts and applying zero hours contract measures to agency workers
  • ‘Day 1’ right – protection from unfair dismissal

For a comprehensive list of all measures and timeframes please see the Government’s full roadmap here.

Four Immediate Actions for Employers

While the Employment Rights Bill roadmap will introduce reforms gradually, there’s no better time to start preparing than right now

  1. Review Policies – The changes to be introduced will mean changes and updating of policies, including sickness, disciplinary and flexible working.
  2. Train Managers and staff – The Roadmap signals a helpful glidepath providing time for businesses to plan and implement training ahead of introduction.
  3. Strengthen Workplace Wellbeing and Inclusion Initiatives – Mental health, menopause support, neurodiversity, and inclusive recruitment are all on the Roadmap radar.
  4. Budget – new provisions for statutory sick pay, parental leave, and redundancy may increase costs for employers.

Talk to an Employment Lawyer

The Employment Law Roadmap is not just a sign of things to come — it’s a call to action. Employers who take time now to review their practices, train their teams, and align with the direction of reform will be better positioned for what’s next.

At Ellisons we’re already working with clients to prepare for these changes — from contract reviews and HR policy updates to bespoke training and compliance audits.

To discuss how we can support your business, contact our Employment specialists.