Government releases ERB Roadmap

With Royal Assent for the Employment Rights Bill expected in late summer, the government has today (1 July) published its roadmap for consultation and implementation of the bill, providing businesses and workers with much needed clarity.

Set out below are the dates for some of the key milestones in the government's published plan, but these are still subject to change, and REC will continue to push for later implementation dates to allow businesses as much opportunity as possible to prepare for these changes.

After Royal Assent (expected to be September 2025)

• Immediate repeal of the strikes (minimum service levels) act 2023
• Introduction of protections against dismissal for taking industrial action    

April 2026

• Increase in the collective redundancy protective award for mass redundancies.
• Introduction of day one parental and unpaid parental leave.
• Introduction of new whistleblowing protections.
• Establishment of the Fair Work Agency (initially established with the powers of the existing enforcement bodies, further expansion of remit and powers will follow).
• Removal of lower earnings limit and waiting period for Statutory Sick Pay.
• New trade union measures including simplifying the trade union recognition process and electronic and workplace balloting.

October 2026

• An end to fire & rehire practices.
• Introduction of regulations to establish the adult social care negotiating body in England.
• Expansion of duty of employers to prevent sexual harassment in the workplace.
• Further trade unions measures including additional protection for trade union reps, more protection against detriments for industrial action and a stronger right of access for unions.
• Extension of employment tribunal time limits.
• New stronger tipping laws.

2027

The exact dates for these changes are not yet confirmed for April or October 2027 and will depend on the outcomes of further consultations with business.

• Introduction of mandatory Gender pay gap and menopause action plans.
• Enhanced dismissal protections for pregnant women and new mothers.
• Creation of a new framework for industrial relations.
• Introduction of bereavement leave.
• Implementation of new rules around zero hours contracts.
• Day one right to protection from unfair dismissal.
• Improved access to flexible working.
• Introduction of Umbrella company regulation.
• Changes to the collective redundancy consultation threshold.

Confirmed Consultations

The government has confirmed a phased approach to consultations. The first phase will be launched in summer/autumn 2025 including consultations on:

• Setting up the School Support Staff Negotiating Body (closes 18 July)
• Reviewing of parental leave and pay (closes 25 August)
• A consultation on a fair pay agreement on adult social care (dates TBC)
• Unfair dismissal and the dismissal process during the statutory probation period (dates TBC)

These will be followed later in the autumn by consultations on further measures including:

Trade union measures, including electronic balloting and workplace balloting; simplifying the trade union recognition processes; duty to inform workers of their right to join a trade union; and, right of access.

• Fire and rehire
• Regulation of umbrella companies
• Bereavement leave
• Rights for pregnant workers
• Zero-hours contracts

The final confirmed phase of consultation is then set to take place in winter 2025, through to early 2026. These consultations will include:

• Additional trade union rights, including protection against detriments for taking industrial action and, blacklisting.
• Tipping laws
• Collective redundancy
• Flexible working

Whilst this roadmap lacks detail on the exact nature of these policies, and what specific issues within these measures will be consulted on, it does provide clarity around the government's timelines. It is good to see the government has listened to business voices like the REC and taken a realistic approach to the implementation of this bill, spreading changes out and not rushing these into law. It is important that these timelines are maintained to ensure there is time for a full and frank consultation on the details of these proposals. REC will continue to engage with our members and with the government to continue to help shape these policies, ensuring that clarity and details are also provided as soon as possible, and pushing back on the government where necessary.