‘Day One’ Paternity Rights To be Introduced as Per Employment Rights Bill Roadmap

Published : July 9, 2025

On 1 July 2025, the government revealed its Employment Rights Bill roadmap. This plan, which will be implemented over the coming two years, aims to reinforce working rights through several reforms. Broadened Statutory Sick Pay entitlements, protections for those involved in industrial action, and new paternity rights are just some of the employment law changes set to be established.

Read on to uncover exactly what the government has in store. We examine the amendments they intend to make to the Employment Rights Act 1996 and the schedule for these updates. We then discuss thoughts and responses surrounding the employment legislation changes.

If you’ve any questions about your employment rights at work or believe they’ve been breached, please contact us now. Redmans Solicitors are employment law experts, and following a brief consultation, we can provide specialist advice tailored to your needs.

To learn how we could help you, simply:

What the Employment Rights Bill Roadmap Promises for Workers and Employers

The government’s newly unveiled Employment Rights Bill roadmap promises to deliver the largest overhaul of UK employment legislation in decades. Central to the plan is a commitment to “Make Work Pay,” a core pledge in Labour’s pre-election manifesto.

According to official estimates, the reforms will benefit up to 15 million workers, including many of the UK’s lowest earners. These changes will strengthen working rights established in the Employment Rights Act and introduce a Fair Work Agency. This body will be responsible for upholding workplace standards and enforcing compliance with fair business practices.

Designed following more than 190 stakeholder engagements with unions, businesses, and civil society, the roadmap reflects a phased approach. It seeks to strike a balance between stronger rights for workers and the operational needs of employers. The government claims it will work with all parties throughout the implementation process to ensure reforms are fair and effective.

Employment Rights Bill Roadmap: When the Key Employment Law Changes Will Take Effect

Immediate Reforms Following the Bill’s Passage

The Employment Rights Bill roadmap outlines changes that will take effect immediately after the Bill is passed, continuing through to 2027. The initial updates concern the immediate repeal of the Strikes (Minimum Service Levels) Act 2023 and a significant portion of the Trade Union Act 2016. Worker protections during industrial action will also be strengthened, prohibiting the dismissal of staff for striking.

Major Changes Coming in April 2026

The first wave of significant changes, however, won’t take place until April 2026. At such time, ‘day one’ paternity and parental rights will be introduced. Also, the lower earnings threshold and waiting period for Statutory Sick Pay will be abolished, and whistleblowing protections will be reinforced. During this phase, the Fair Work Agency will also be introduced.

Further Updates in October 2026

In October 2026, employers will be required to protect against third-party harassment. They will need to take “all reasonable steps” to prevent sexual harassment of their employees. “Fire and rehire” practices will be stopped, while reforms to tipping laws will promote fairer distribution of tips among staff. An independent body to negotiate fair pay in England’s adult social care sector will also be established, as will enhanced rights for union representatives and workers participating in industrial action.

Final Measures Introduced in 2027

Finally, in 2027, bereavement leave and a day-one protection against unfair dismissal will be implemented, protections against dismissal for pregnant women and new mothers will be enhanced, and the exploitation surrounding zero-hours contracts will come to an end. There will also be new action plans introduced to tackle the gender pay gap and menopause inequality, as well as a drive to make flexible working more accessible.

Overall, the government’s Employment Rights Bill roadmap shows promise for a better, safer workplace. With enhanced employees’ rights at work, the government’s direction represents a significant change in employment law. The success of these reforms will ultimately depend on how well they’re implemented and enforced, but the shift reflects a more supportive framework that individuals should welcome.

Reactions to the Employment Rights Bill Roadmap

Following the government’s announcement of its Employment Rights Bill roadmap, several notable figures have shared their takes. Paul Nowak, the General Secretary at the TUC, stated, “…the Employment Rights Bill is badly needed…It’s welcome that workers will start to benefit from these long-overdue changes from later this year…” Despite this, he claimed employers shouldn’t wait for the change in employment law to make the adjustments, asserting, “They [employers] should be working with staff and unions right now to introduce these changes as quickly as possible.”

GMB General Secretary Gary Smith also shared his thoughts, applauding the government for “matching words with action” concerning Union rights. He said, “There’s always more that can be done, but the Employment Rights Bill represents the biggest improvement in workers’ rights for a generation.”

Looking at how the shift will impact employers, Niall Mackenzie, the Chief Executive at Acas, added to the conversation. He said, “We welcome the publication of the Employment Relations Bill Roadmap, giving clarity to employers…” He explained how “workplace relations is at the heart of resilient, successful organisations” and claimed Acas would help companies navigate the pending changes.

When the government’s press release was published, Deputy Prime Minister Angela Rayner and Business Secretary Jonathan Reynolds outlined their stance. Rayner said, “We’re working fast to deliver our promise of better living standards and more money in the pockets of working people.” At the same time, Reynolds added that the phased implementation would give businesses time to adapt and “thrive,” all while strengthening workers’ rights.

Get Help with Redmans

If you’ve any questions about the upcoming changes to employees’ rights at work, please don’t hesitate to get in touch. It may be that you believe your paternity rights have been breached or you want to know how Statutory Sick Pay amendments affect your entitlement.

Whatever the case, Redmans Solicitors are here to help. As employment specialists, we can analyse your circumstances, provide the answers you’re looking for, and discuss your possible options. To begin your journey with us now, simply:

The information on this page is intended for general informational purposes only and does not constitute legal advice.