The UK Government is embarking on a landmark reform of employment law, introducing the most extensive upgrade to workers’ rights in a generation. As part of the “Plan to Make Work Pay,” these phased reforms aim to modernise the employment landscape, strengthen workforce protections, and support long-term economic growth. Key regulatory changes will be introduced from Royal Assent through to 2027, with most measures aligned to common commencement dates—6th April and 1st October. Business leaders are encouraged to engage with upcoming consultations to help shape implementation and ensure their organisations are prepared to adapt to the evolving regulatory environment.

Objectives

• Modernise employment rights to align with a modern economy.
• Deliver key commitments under the “Make Work Pay” Plan.
• Strengthen trade union rights and workplace protections.
• Empower workers and contribute to sustainable economic growth.

Implementation Strategy

Phased Approach - Regulations will be introduced in phases to ensure smooth implementation and allow stakeholders to prepare. Consultations will be held to assess the impacts of these timings.

Timeline of Measures

Royal Assent or Soon After
• Repeal of the Strikes (Minimum Service Levels) Act 2023
• Repeal of most of the Trade Union Act 2016
• Removal of 10-year ballot requirement for union political funds
• Simplified industrial action and ballot notice requirements
• Protection against dismissal for industrial action participation

April 2026
• Collective redundancy: Maximum protective award doubled
• Day 1 rights: Paternity leave and unpaid parental leave
• Expanded whistleblowing protections
• Establishment of the Fair Work Agency
• Statutory Sick Pay: Remove Lower Earnings Limit and waiting period
• Simplified trade union recognition process
• Introduction of electronic and workplace balloting

October 2026
• New rules on fire and rehire
• Establish Fair Pay Agreement body for adult social care
• Introduction of a two-tier code in procurement
• Tightened tipping laws
• Obligation to inform workers of union rights
• Strengthened union access rights
• Sexual harassment prevention duty on employers
• Protections against third-party harassment
• New rights for trade union representatives
• Adjusted employment tribunal time limits
• Extended detriment protections for striking workers

December 2026
• Implementation of the Mandatory Seafarers Charter 2027
• Mandatory (voluntary from April 2026) gender pay gap and menopause action plans
• Expanded protections for pregnant workers
• Powers to define "reasonable steps" to prevent sexual harassment
• Crackdown on blacklisting
• Reformed industrial relations framework
• Umbrella company regulation
• Revised collective redundancy consultation threshold
• Expanded flexible working rights
• Introduction of bereavement leave
• Measures to curb exploitative zero-hours contracts, extended to agency workers
• Day 1 right to protection from unfair dismissal

Future Considerations
• Implementation of gender pay gap outsourcing measures is tied to broader legislative changes in the draft Equality (Race & Disability) Bill.
• Further detail and confirmed timelines will follow public consultation.
• Some measures under the “Make Work Pay” plan may be implemented outside the Employment Rights Bill framework.

This reform package marks a significant shift in UK employment law. With a commitment to work at pace and in partnership with trade unions and employers, the Government aims to build a fairer, more empowered workforce that supports long-term economic prosperity.

How Pure can support you

These sweeping reforms will require strategic workforce planning, agile HR practices, and specialist expertise to implement successfully. At Pure, we support organisations navigating periods of change by providing experienced HR professionals on a permanent, interim, or project basis.

Whether you're reviewing employment policies, strengthening compliance, or embedding new workforce practices, our team can connect you with the right HR talent to help you adapt with confidence.

If you're preparing for these legislative changes and would benefit from additional HR expertise, contact us to discuss how we can support your organisation.