First published on Wednesday, July 2, 2025
Last updated on Wednesday, July 2, 2025
The UK government just dropped its roadmap for one of the most ambitious workplace reforms in decades; the Employment Rights Bill.
It’s been a hot topic for a while now. With business owners, HR experts, and policymakers debating how best to prepare for and implement the reforms.
Half of the UK workforce is expected to benefit from the new protections, ranging from sick pay for low earners to day-one rights for new parents. It’s clear that the world of work is changing fast.
While consultations are still ongoing, official timelines are now in place, starting later this year and stretching through to 2027. For a deep dive into the legislative details, you can read our full breakdown here.
So ready or not, these changes, (in some form or other to still be agreed), are coming. With that in mind, here are five ways to prepare your business.
1. Stay on top of your HR policies
New rights like enhanced sick pay and earlier protection from unfair dismissal will kick in from 2026 and 2027. Outdated policies can and will land your business in hot water.
Now is the time to conduct a thorough review of your sickness, leave and dismissal procedures. Are they clear? Are they compliant? Are they up to date?
You need to ask yourself if they can be easily adapted to the new legislation. After all, the average cost of drafting a new policy is as much as £590.
Store policies online for easy access and distribution to employees. And use services like BrightBase’s HR document library to save time and money, with compliant, easy-to-use templates.
This keeps you on the right side of any incoming changes without all the hassle.
2. Map the roadmap for your business
Every business will be impacted differently. Retailers might focus on the changes to zero-hour contracts and fair tipping laws. Offices may prioritise the changes to flexible working and menopausal support. Social care providers will want to keep a close eye on the new Social Care Negotiating Body in England.
The important takeaway is to use the roadmap to create a custom impact timeline for your organisation. This helps you focus on what’s most urgent, rather than getting lost in changes that are less important to your unique business.
3. Start budgeting for the changes
More sick pay, more parental leave. Stronger redundancy protections. These changes are set to have major financial implications, particularly for small businesses.
Budgeting now lets you forecast costs and allocate resources, so you’re not caught off guard when new entitlements kick in. If you’re unsure about costs, try our payback calculator to get a clear idea of how much some of this will cost, and how much you could save with our solutions.
4. Train your managers
Line managers will be on the front line of these changes. They will need to understand parental leave, harassment protections, and whistleblowing laws, and more in detail. Not just to comply, but to ensure your staff’s rights are protected.
If your team isn’t thoroughly trained on all new changes, you could be at serious reputational or financial risk.
We’ve got a premium library of e-learning courses which are set to be updated in-line with all the new legislation. These let you assign courses, track progress and completion, and evidence compliance.
5. Be proactive and adaptable
With the Fair Work Agency launching in early 2026 and a crackdown on fire-and-rehire practices, it’s clear that ‘business as usual’ isn’t going to cut the mustard. Employers who proactively embrace early compliance will be the ones who attract and retain the top talent in an increasingly competitive job market.
Our superfast AI tool, Bright BrAInbox will be continuously updated as and when new information is provided by the government to help keep you ahead of the curve. Try questions like “When will the new Employment Rights Bill be introduced?” for 24/7, instant answers.
Protect your business with BrightHR
The Employment Rights Bill shows the government’s intention to make sweeping legal changes to the way we work. And while the finer legal print is still being worked out, one thing is certain: preparation is going to be key.
If you’d like a free walkthrough on how BrightHR can help your business adapt to all the changes, book a free demo with one of our friendly experts here.
