What’s Changing and When?
The roadmap outlines a phased rollout through 2026 and 2027, giving employers and payroll teams time to prepare.
Right after the Bill becomes law:
- The Strikes (Minimum Service Levels) Act 2023 and parts of the Trade Union Act 2016 get scrapped.
- Workers taking part in strikes get new protections against being fired.
From April 2026:
- Statutory Sick Pay opens up to low earners (no more lower earnings limit or waiting days).
- Parents get ‘day one’ rights to unpaid parental leave and paternity leave.
- A new Fair Work Agency launches to make sure labour rights are enforced.
- Stronger whistleblowing protections kick in.
- Collective redundancy awards double in size.
- Trade unions get a boost with simpler recognition processes and electronic voting.
From October 2026:
- Exploitative ‘fire and rehire’ practices get banned.
- Tougher rules against sexual harassment, including harassment by third parties.
- New rules to ensure tips are shared fairly.
- A Fair Pay Agreement body starts for adult social care workers.
- More rights and protections for trade unions.
From 2027:
- Bereavement leave becomes a thing.
- Zero hours contracts get the boot, with a new right to request predictable hours.
- Protection from unfair dismissal starts from day one.
- Flexible working becomes more accessible.
- Stronger protections for pregnancy and maternity.
- Voluntary action plans for gender pay gaps and menopause support.
- Clearer rules for employers to prevent workplace harassment.
What Employers Need to Know
This is the most significant package of employment reforms in a generation. While implementation will be phased, many of the changes will require employers to review:
- Contracts of employment
- Policies and handbooks
- Payroll and HR systems
- Staff training and communications
To support the transition, the Government has pledged to publish clear guidance ahead of each implementation date. Acas will play a key role in supporting both employers and employees throughout the process.
Why This Matters
For employers, this is not just about compliance—it’s an opportunity to align with modern expectations around fairness, flexibility, and security at work.
Many of the reforms, such as removing sick pay barriers or strengthening anti-harassment protections, reflect best practice already adopted by responsible employers. The roadmap provides a chance to take a proactive approach, ensure policies are up to date, and show your commitment to fair and ethical employment practices.
How We Can Help
At Your Payroll Team, we’ve got you covered as these changes roll out. Need help tweaking your payroll systems, updating policies, or chatting with your team about what’s coming? We’re here for it!
- Want personalized help? Reach out for a policy review or compliance check.
- Join our newsletter for timely updates, handy templates, and guidance as the roadmap unfolds.
Let’s work together to ensure your business is well-prepared—and your people well-supported.