EMPLOYMENT LAW - LATEST DEVELOPMENTS
The government has published a roadmap which sets out the timeline for implementing the Employment Rights Bill.
The timescale
Immediately after the Bill is published:
Immediate repeal of the strikes (minimum service levels) Act 2023 and most of the Trade Union Act 2016.
Protections given to workers facing dismissal for taking part in industrial action.
APRIL 2026
A collective redundancy protection award which will double the maximum period of the protection award which will give more rights for workers who face mass redundancies.
On paternity leave ‘day one’ right to paternity leave and unpaid parental leave for working families from commencement of their employment.
Increased protection for ‘whistleblowers’ who raise concerns.
A Fair Work Agency to be created to strengthen worker’s rights and promote fairness in the workplace.
On statutory sick pay – removal of the lower earnings limit and waiting period.
A number of measures to be brought in including making the procedure of trade union recognition easier and use of electronic balloting in the workplace to increase democratic participation.
OCTOBER 2026
Bringing to an end unfair fire and rehire practices in order to better protect workers from being pressurised into agreeing to worse terms and conditions.
The creation of a new negotiating body and fair pay agreements to improve working conditions and pay in the social care sector Social Care Negotiating Body and Fair Pay Agreements.
Tipping – Improve law to enable fairer allocation of tips for workers relying on tips.
Employers will be required to take “all reasonable steps” to prevent their employees facing sexual harassment, creating workplaces that are safer and more respectful.
Employers will be obliged to take action to prevent the harassment of their employees by ‘third parties’.
New rights and protections for representatives of trade unions which increases protection against detriments they could suffer for participating in industrial action, as well as stronger rights of access for trade unions into workplaces.
2027
Introduction of actions plans for gender pay gap and menopause to be introduced voluntarily from April 2026.
Greater protections for pregnant woman and new mothers giving more job security during pregnancy, maternity leave and a return to work period.
Other protections against harassment setting out clearer guidance on the reasonable steps for preventing sexual harassment.
Create a new framework for industrial relations aimed at building a fairer and more collaborative approach to create better workplace relations.
Introduction of bereavement leave for workers.
End zero hours contracts and provide more reasonable working hours and predictability.
‘Day 1’ right to protection from unfair dismissal.
Better access to flexible working creating a better work life balance and family friendly working environment.