BRC responds to Employment Rights Bill roadmap

Landmark changes delivered through the Employment Rights Bill include sick pay for up to 1.3 million of the lowest earners and the introduction of day one rights to parental and paternity leave, both of which will come into effect in April 2026.

In 2027, the Bill will see an end to the “exploitative use of zero hours contracts to provide workers with stable hours and predictable income”.

The Fair Work Agency will also launch in April, with a view to creating a level-playing field so rogue employers cannot undercut businesses who comply with the law.

Key measures in the Bill will come into effect during 2026 and 2027, with further consultations planned from this year into next.

Helen Dickinson, CEO, British Retail Consortium, said: “We welcome the publication of the Roadmap, particularly the clarity it provides around timescales for consulting on and implementing various policies within the Employment Rights Bill. It is critical this includes quality engagement with the large employing sectors where implementation will have significant consequences.

“Retailers remain concerned about some of the proposals. The industry has lost 350,000 jobs since 2015. Currently provisions around Guaranteed Hours in particular could threaten the availability of local flexible part-time jobs. 1.5 million of the 3 million people in retail currently work part-time, which allows them to work as much or as little as they need, and to balance work with their other life commitments.

“We look forward to engaging with Government and other stakeholders to ensure effective solutions are designed to address these concerns so the Bill tackles the unscrupulous employers, without penalising responsible ones and actually delivers benefits for retail employees.”