Minister for Employment Rights and Consumer Protection (): Once implemented, the
Employment Rights Act will raise the minimum floor of employment
rights, raise living standards across the country and level the
playing field for those businesses who are engaged in good
practices. There are clear, evidence-based benefits of government
action through the Act. Not acting would mean a continuation of
the current issues within the labour market: poor working
conditions, proliferation of insecure work, growing inequalities,
and fractious industrial relations.
Over 18 million employees will benefit from new protections, but
it will be those who are lowest paid in the labour market, in
sectors such as social care, hospitality and retail, that will
benefit most. Our analysis, using UK and international evidence
alongside economic modelling, finds that the Act will help boost
employment, improve job quality and productivity, while having a
positive direct impact on economic growth.
Our latest delivery timelines demonstrate this Government's
commitment to delivering these reforms at pace, whilst giving
businesses and workers time to get ready. April 2026 saw the
delivery of significant changes which workers will now benefit
from, including:
- strengthened rights to Statutory Sick Pay (SSP), including
expanding eligibility to up to 1.3 million of the most vulnerable
workers who previously earned below the lower earnings limit and
making it available from the first day of illness rather than the
fourth day, meaning workers do not need to choose between working
and getting better, improving workplace productivity and reducing
the spread of infections in the workplace.
- the introduction of day one rights to Paternity Leave and
Unpaid Parental Leave, ensuring new parents are able to spend
time with their families.
- the launch of the Fair Work Agency, a new body which brings
together the patchwork of state enforcement of workers right in
one place, with plans to further expand its remit.
This week the Government will publish two consultations to
continue our work in delivering these changes for all. Further
details are outlined below. Today we are publishing a
consultation on the employment rights of unpaid carers, and on
12th June a consultation on time off for public duties
Consultation 1: Unpaid Carers
Unpaid carers play a vital role in supporting their loved ones,
and this Government recognises the enormous contribution they
make to their families and communities, and to wider society. We
are aware that too many unpaid carers struggle to combine work
with their caring responsibilities. In the Plan to Make Work Pay,
we committed to reviewing the implementation of the Carer's Leave
Act and examining the benefits of paid Carer's Leave, while being
mindful of the impacts on businesses. We set this out in more
detail in November 2025 through our terms of reference for the
review of employment rights for unpaid carers.
To build on the work of the review so far, we are launching a
consultation which seeks views on whether there is more that
government should do. It considers several approaches such as
improvements to guidance and communications and new statutory
leave entitlements for unpaid carers. It also asks questions on
support for parents of seriously ill children in recognition of
the acute challenges that arise for families following a
diagnosis of serious or life-threatening illness during
childhood, as we committed to do during the passage of the
Employment Rights Act.
We will analyse all consultation responses and wider evidence as
part of the ongoing review before deciding whether any further
interventions are needed.
This consultation will be open for 12 weeks, closing on 1
September 2026.
Consultation 2: Time Off for Public Duties
The Employment Rights Act 2025 set out the Government's
commitment to reviewing the list of public duties in section 50
of the Employment Rights Act 1996 for which individuals are
entitled to time off work, with consideration of special
constables. The aim of the review was to ensure the list of
public bodies and offices individuals can take time off work to
undertake remains fit for purpose and continues to support the
effective functioning of modern public services.
The review found that the list of public duties would benefit
from updates to reflect changes to public services, governance
structures and devolution arrangements. The list also places
insufficient emphasis on locally rooted roles linked to community
governance and representation. Therefore, these targeted changes
are proposed to modernise the entitlement:
- Special constables should be entitled to time off under these
provisions;
- People carrying out eligible public duties with a clear local
focus should gain the right to reasonable time off; and
- People carrying out public duties for certain national public
sector organisations should no longer be entitled to time off
work.
Insights drawn from the consultation will help shape the future
of this important entitlement and possible legislative changes,
ensuring it continues to serve the public interest.
This consultation will be open for 12 weeks, closing on 4
September 2026.
Next Steps for consultation
This package of consultations sets out the next steps in
delivering our plans. They are critical to shaping the practical
implementation of this legislation, helping the Government to
deliver reforms that are both effective and inclusive. It is in
everyone's interest to get the relationship between employer and
worker right. The Act is the first phase of delivering our plan
to Make Work Pay, supporting employers, workers, and unions to
get Britain moving forward. The Act will support the Government's
mission to increase productivity and create the right conditions
for sustainable, inclusive, and secure economic growth. The
government has further plans for both consultation and the
release of government responses over the coming months and will
continue to update Parliament appropriately.
