The Fair Work Agency (FWA), established on 7 April 2026 under the Employment Rights Act 2025, has set out its “2026 to 2027 delivery plan” for the first year of its operation. This covers its priorities, activities and performance measures.
The Department of Business and Trade’s Strategic Steer, published when the FWA was established, set out five priorities for the FWA:
Reduce burdens by simplifying compliance, guidance, tools and support for workers and businesses
Strengthen data by building joined-up intelligence so enforcement is risk-based and targeted
Increase public awareness of the FWA through digital access, partnerships and stakeholder engagement
Provide leadership to shape future labour market enforcement practice
Prepare for 2027 by transferring NMW transfer to FWA enforcement, holiday pay readiness and the longer-term strategy.
The FWA’s core responsibilities, as set out in the plan, for workers are to ensure they receive at least the national minimum wage, fair treatment by employment agencies, and protection from exploitation and abuse. For businesses and labour providers, the FWA will offer guidance on Conduct Regulations and Licensing Standards and proportionate regulation across Great Britain and the UK supply chain.
The above priorities and responsibilities have now been built into the delivery plan. Developing digital tools for easier compliance is a key focus in it, such as calculators and explainers for employment law rights including for payslips and holiday pay.
The plan also explains how the FWA will support workers and employers, tackle labour exploitation and prepare for the full transfer of National Minimum Wage enforcement in April 2027. This is all part of its work as a single enforcement agency taking over from other governmental bodies including the Gangmasters and Labour Abuse Authority and the Employment Agency Standards Inspectorate.
