Are you ready as a business owner or as a self -employed individual for the new Employment Rights coming into force during 2026- 2027 under the new Employment Rights Bill 2025?

If you are not ready or just do not know where to start then you are not alone! I have been out and about during the summer networking with numerous small business owners and self employed individuals who are not aware of their legal reponsibilities under the new Employment Rights Bill 2025 now in force.

So in my blog, I am going to try to highlight some key take away points and to give some key steps that ISSBA members can take to research to get up to speed with the new employment rights for all employees.

Firstly, the Employment Rights Bill 2025 is not just for small business owners who pay employees via PAYE and have a contract of employment. The new Bill also includes the self -employed and all individuals who are self -employed, who hire individuals to do all paid work to complete a job of work (Make Work Pay). A good example here would be Contractors and self employed builders who use extra labour to complete works on a building project.

The new Bill also covers Agency Workers, Umbrella Companies, Recruitment Companies and Seafarer's. The new Employment Rights Bill 2025 is the biggest change of Employment Laws for over a decade.

To enforce the new Employment Rights for all employees, the UK Government has introduced the new Fair Work Agency. The Fair Work Agency (FWA) is a UK Government enforcement body under the Department for Business and Trade. It was launched on 7 April 2026 to investigate workplace complaints, enforce holiday / sick pay and to protect workers from exploitation. I recommend that ISSBA members research online the New Fair Work Agency for themsleves as a good starting point.

I am certain that many ISSBA members will be hearing the term 'Roadmap' for the introduction of the new Employment laws. So what is this roadmap?

To assist small businesses and the self -employed, the UK Government have produced a documnet and called it a Roadmap. This roadmap is a Time table for the introduction for the new employment rights to come into force over a scheduled period of time from 2026 to 2027.

I recommend ISSBA members research online the Governments 'Implementing the Employment Rights Bill - Our Roadmap. This online PDF is full of valuable information on how to implement the new Bill and the new employment rights of all individuals to Make Work Pay.

It is important to note also that since 2025 a number of new employment rights have already come into force such as the request for Flexible Working and some Family Friendly Rights.

Another key point is Day 1 Rights. I know that a number of small business owners are not certain as to what Day 1 Rights are for employees. Day 1 rights are employment rights which are legal and entitlements that apply from the very moment an individual starts a job. Examples of Day 1 Rights are A written statment of employment particulars, National Minimum Wage (NMW), Statutory Sick Pay (SSP) Family Friendly Rights and protection from unlawful discrimination / Whistleblowing Detriment.If you are uncertain of Day 1 Rights then I recommend ACAS online for further information.

As an ISSBA member I understand that the new employment rights being introduced may be overwhelming. This is the very reason I started the Paralegal Dept Limited to assist employers with the introduction of the new Employment Rights Bill 2025. This blog is not legal advice.