Employment Bill roadmap

The government has published a roadmap for implementing the Employment Rights Bill, with a proposed timetable for further consultations and phased rollouts[1](https://www.gov.uk/government/publications/implementing-the-employment-rights-bill).

One of the earliest changes will be the repeal of the Trade Union Act 2016 and the removal of restrictions on protection against dismissal for those taking industrial action.

The roadmap confirms that the new Fair Work Agency will be established in April 2026. This agency will consolidate enforcement functions from HMRC, the Employment Agency Standards Inspectorate, and the Gangmasters and Labour Abuse Authority.

April 2026 will also see the introduction of day-one rights to paternity leave and unpaid parental leave, changes to statutory sick pay, and an increase in the collective redundancy protective award[1](https://www.gov.uk/government/publications/implementing-the-employment-rights-bill).

October 2026 is earmarked for tightening the law on “fire and rehire” practices and expanding the duty on employers to prevent workplace harassment.

However, “day one” unfair dismissal rights are unlikely to be implemented before 2027. This delay is attributed to the need for extensive consultation and preparation time for businesses.

The roadmap also outlines further consultations in Autumn 2025, including reforms to trade union recognition processes, regulation of umbrella companies, and new rights for trade union representatives.

Impact assessments suggest that the Bill will benefit up to ten million workers, particularly those in low-paid, insecure jobs, and will have a net positive effect on the economy.

Union leaders have welcomed the roadmap but urged the government to accelerate implementation, noting that many of the reforms are long overdue and should not be delayed until 2027