On 2 July 2025, the UK Government unveiled its much-anticipated implementation roadmap for the Great Britain (GB) Employment Rights Bill. Heralded as a landmark Bill, it is set to usher in one of the biggest overhauls in GB employment law in recent years.

This should not be confused with the Northern Ireland (NI) Good Jobs/Employment Rights Bill, which is being progressed separately by the NI Executive here. It is notable that we are yet to have an indication from the Department of the Economy of the proposed implementation dates for new laws here.

For employers, the GB Roadmap outlines a broad timeline for changes that could significantly impact workforce policies, HR compliance, and employee relations strategies. We have set out an overview below.

Key Milestones and Implementation Dates

The aim is for the Bill to receive Royal Assent before Parliament breaks for the Summer recess later in July 2025. Scrutiny of the Bill in the House of Lords has taken longer than expected, so it is almost certain to pass into law in September or October 2025.

Measures that will take effect after the Bill is Passed:

1. Immediate repeal of the Strikes (Minimum Service Levels) Act 2023 and much of the Trade Union Act 2016, aligning GB’s position more closely with Northern Ireland where neither of these laws were introduced.
2. New protections against dismissal for participation in industrial action.

Measures that will take effect in April 2026:

3. Collective Redundancy Protective Award: Maximum award doubled from 90 to 180 days’ gross pay per affected employee.
4. ‘Day One’ Paternity Leave and Unpaid Parental Leave: Immediate access for eligible employees. The government also launched a Call for Evidence as part of its Review of Parental Leave on same day.
5. Whistleblowing protections strengthened.
6. Fair Work Agency established, with some of its remit extending to Northern Ireland.
7. Statutory Sick Pay reform: Lower Earnings Limit and waiting period removed (These provisions will also extend to Northern Ireland).
8. Trade union recognition procedures simplified.
9. Electronic and workplace balloting introduced.

Measures that will take effect in October 2026:

10. Ban on ‘fire and rehire’ practices.
11. Fair Pay Agreement Body created for Adult Social Care (England).
12. New tipping laws: Employers required to consult staff on fair tip distribution.
13. Enhanced sexual harassment protections: Employers must take “all reasonable steps”.
14. New protections against third-party harassment.
15. Expanded trade union rights, including stronger access rights and protection against detriment.
16. Extension of employment tribunal time limits (details pending).

Measures that will take effect in 2027:

17. Voluntary gender pay gap and menopause action plans (introduced in April 2026) potentially becoming mandatory under future equality legislation in 2027.
18. Enhanced dismissal protections for pregnant employees and new mothers.
19. Clarification of “reasonable steps” duties to prevent sexual harassment and stronger enforcement.
20. Framework for modern industrial relations.
21. Introduction of bereavement leave rights.
22. Abolition of exploitative zero hours contracts.
23. ‘Day One’ unfair dismissal rights.
24. Improved access to flexible working.

Consultations Scheduled for Autumn 2025

Further consultations are expected on:

a.  Trade union reforms: electronic balloting, access rights, Acas Code protections;

b.  Regulation of umbrella companies;

c.  Fire and rehire practices;

d.  Bereavement leave;

e.  Pregnant workers’ rights; and

f.   Zero hours contracts.

This will be followed by a final set of consultations in the Winter (going into early 2026).

What Employers Should Do Now

While many proposals remain subject to legislative approval and consultation, they signal a significant shift toward a more regulated and rights-based employment framework in Great Britain. We will consider this and how it compares to the proposed landscape in Northern Ireland at our Conference in September 2025.