Along with some of the headline changes set out in the Employment Rights Bill roadmap there are numerous amendments and new pieces of legislation which are related to Diversity, Equity and Inclusion (DEI). It’s important for businesses to understand these proposals and when they are planned to be implemented.
What is the roadmap and why does it matter?
On 1 July 2025, the UK government published its much-anticipated implementation roadmap which sets out a clear timeline for rolling out the Employment Rights Bill’s reforms in stages making the process more manageable for businesses. These changes are not just legal jargon, they are fundamental changes to employment law which aim to deliver on a number of manifesto promises made by the government.
How does the roadmap intersect with DEI?
Based on the government’s published intent we have broken down the key elements of the timeline of changes and what they mean for DEI below:
October 2025
- Repeal of many aspects of the Strikes Act 2023 and much of Trade Union Act 2016
- New protections against dismissal for employees taking industrial action
These changes strengthen fairness for workers and protects those asserting their rights, this is especially crucial for protected groups where collective representation matters.
April 2026
- “Day-one” paternity leave and unpaid parental leave
- Enhanced whistleblowing protections in relation to sexual harassment
- Removal of the SSP waiting period and Lower Earnings Limit
- Establishment of the Fair Work Agency
These reforms matter because gender equity and inclusive parental support are critical to workplace culture. Having access to parental leave from day one helps level the field for parents. Enhanced whistleblowing protections relating to sexual harassment give confidence to employees to raise issues without fear of repercussions. The removal of the 3 day waiting period for statutory sick pay and the lower earnings limit means employees will not suffer increased hardship due to low earnings or poor health. Employers who flout the law will be subject to action from the newly created Fair Work Agency who will uphold a variety of statutory rights, this will protect all employees including those may be particularly vulnerable due to a protected characteristic.
October 2026
- Ban on “fire and rehire” tactics
- A legal duty to take “all reasonable steps” to prevent sexual harassment
- Employment tribunal deadline extensions
With the obligations around sexual harassment prevention ramped up to “all reasonable steps” this signals to employers that DEI isn’t optional, you can’t just put on some online training and expect that to be a defence in the event of a tribunal. The extension to tribunal deadlines also supports claimants who may have a disability or be suffering from poor mental health. The additional 3 months to bring a claim helps to reduce the anxiety associated with gathering evidence quickly and also provides time for conciliation and exploring other alternative methods of resolving the dispute which can reduce stress.
2027 and beyond
- “Day-one” protection from unfair dismissal
- Expansion of flexible working
- Stronger protection for pregnant workers and new mothers
- Mandatory gender pay gap and menopause action plans for larger employers
- Expanded bereavement leave
- Regulation of exploitative zero-hours contracts
This is the big DEI wave. Day-one unfair dismissal rights will be implemented. There will most likely be a statutory probation period which allows for a “light touch” dismissal process in the event that an employee is unsuitable for the role. Expanded flexible working rights and parental protections will support a range of staff. Mandatory gender pay gap and menopause plans for larger employers mean companies must take action to address these issues. Statutory bereavement leave will also become law. Details on the length of leave, if it will be paid or unpaid and any requirements for a qualifying relationship to the deceased are as yet unknown.
Why This Roadmap Is Such a Big Deal for DEI
- No more lip service: With a range of new duties now encompassing all protected characteristics it’s time for employers to take their DEI obligations seriously.
- Timing builds confidence: Phased implementation gives organisations time to understand the details of the change, update existing policies and procedures and create new ones if necessary.
- Inclusive culture baked in: Whistleblowing, fair redundancy, no zero-hours exploitation, these all reinforce safe, equitable working environments.
The Employment Rights Bill roadmap isn’t about small tweaks. It’s about real, structural change with DEI firmly embedded in it. It’s less ‘nice to have’ and more ‘non-negotiable’.
Do you have any questions about today’s blog, need help in becoming legally compliant with contracts/policies or can we support you in taking away any people pains to give you peace of mind?
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