After just one year in government, we published the roadmap for our Employment Rights Bill, outlining when a swathe of new workers’ rights will come into force.

I was proud to help shape this transformative piece of legislation as a member of the bill committee last year.

I worked especially hard to enshrine a right to bereavement leave for parents who have suffered a miscarriage. I am delighted, with this Labour Government, it will become a reality.

Next April, we will:

• Day one paternity leave and unpaid parental leave.

• Whistleblowing protections, so workers can report wrongdoing without fear of retaliation.

• A new fair work agency to enforce labour rights and promote workplace fairness.

• Simplifying the trade union recognition process and electronic/workplace balloting.

• Removing the lower earnings limit and waiting period for statutory sick pay.

Next October, we will:

• End unscrupulous fire and rehire practices to protect workers from being pressured into worse employment terms.

• Mandating consultation with workers about tip allocation.

• Requiring employers to take “all reasonable steps” to prevent sexual harassment of their employees.

• New rights and protections for trade union representatives and strengthening trade unions’ right of access.

In 2027, we will:

• Launch gender pay gap and menopause action plans to support women’s health and gender equality in the workplace.

• Enhance dismissal protections for pregnant women and new mothers.

• Create a modern framework for industrial relations to build a fairer, more collaborative approach to workplace relations.

• Bereavement leave so workers can grieve with job security.

• End the exploitative use of zero hours contracts so workers can have stable hours and predictable income.

• Day one right to protection from unfair dismissal.

• Improve access to flexible working to help people balance work with family, health, and other responsibilities.