A roadmap for changes to employment law

The Government has published its “roadmap” (a timetable) for introducing its proposed radical programme of changes to employment law. Despite deliberately introducing its Employment Bill within the first 100 days of power, the new timetable has considerably less urgency and much of the legislative programme we have been discussing over the past year has been delayed. In particular, the much-heralded right to claim unfair dismissal from the first day of employment (rather than after two years) has been delayed to an unspecified date in 2027.

Here is a summary of the timetable

At Royal Assent or soon afterwards:

Various reforms to trade union law, particularly around industrial action.

April 2026:

Collective redundancy protective awards – doubling the maximum (currently 90 days’ pay)
Day 1' Paternity Leave and Unpaid Parental Leave
Enhanced whistleblowing protections
Statutory Sick Pay – removing the Lower Earnings Limit and 3-day waiting period
Fair Work Agency body to be established

October 2026:

Making it more difficult to “Fire and rehire”
Mandatory consultation with workers over distribution of tips
Requiring employers to take “all reasonable steps” to prevent sexual harassment of their employees (rather than just “reasonable steps”)
Introducing an obligation on employers not to permit the harassment of their employees by third parties
Extending employment tribunal time limits from three to six months