What Is the Employment Rights Bill and Why You Should Care
The UK government’s Employment Rights Bill, first introduced to Parliament on 10 October 2024, represents one of the most significant overhauls of employment law in a generation. As part of its “Plan to Make Work Pay,” the Bill is intended to modernise and strengthen protections for workers, while also creating a clearer, fairer framework for employers.
Here’s a breakdown of what the Bill seeks to achieve, and what the changes could mean for your organisation.
Key Proposals and Changes
1. Unfair dismissal from day one
One of the headline reforms is the plan to remove the two year service threshold for unfair dismissal claims, meaning employees could bring a claim from their first day of employment. This shift significantly changes the risk calculus for employers, especially for small or new hires.
2. Guaranteed hours & curbing zero-hours exploitation
The Bill aims to put an end to “exploitative” zero-hours contracts by requiring guaranteed hours contracts when workers consistently work certain hours. This protection will also extend to agency workers, closing a common loophole.
3. Reasonable notice for shifts
Workers will gain the right to reasonable notice of shifts (or changes or cancellations), with minimum standards to be set via regulations.
4. Enhanced family, bereavement, and leave rights
The Bill proposes making paternity leave a day-one right (removing any prior service requirement) and introducing a day-one entitlement to statutory bereavement leave. It also seeks to strengthen protections for pregnant workers and new parents.
5. Trade union rights & collective bargaining
The Bill includes reforms to make it easier for unions to organise and negotiate on behalf of workers. New rights for union representatives and simplified recognition rules are among the proposals.
6. New enforcement architecture: Fair Work Agency
A new body — the Fair Work Agency (FWA) — is proposed to consolidate enforcement of employment rights, such as holiday pay, sick pay, working time, agency rules, and more. The Bill gives the FWA powers to issue improvement undertakings for non-compliant employers.
Timing & What’s Next
It’s important to note that many of the Bill’s provisions will not take effect immediately. Instead, a detailed implementation roadmap lays out a staged rollout over 2025–2027. For instance, the day-one unfair dismissal change is expected by 2027. Other measures, such as trade union reforms and contract changes, may land earlier.
Consultations on detailed regulations are ongoing, so exact parameters (e.g. what constitutes “reasonable notice”) are still subject to change. Given the scale of change, employers have limited lead time to get ready.
Why This Matters for Employers
For employers, the Bill demands proactive planning. Changes to dismissal thresholds, shift notice, and contract types could materially affect hiring, rostering, HR policy, and risk management. For employees, it offers stronger protections from day one, greater predictability, and improved rights around leave, scheduling, and collective representation.
Whether you’re an HR professional, business leader, or in-house legal counsel, monitoring and preparing for these changes is crucial.
Join Us: Webinar on Wednesday 15 October at 2.00 pm
To help you stay ahead of the curve, we’re hosting a free webinar on Wednesday 15 October at 2.00 pm focused on the Employment Rights Bill.
In this session, our expert speakers will:
✅ The Employment Rights Bill – an explanation and background.
✅ Implementation Roadmap from April 2026.
✅ Key HR reforms and what all employers NEED TO KNOW.
✅ Actionable take-aways.
Don’t miss this chance to demystify what’s coming and get tailored guidance before the new rules take hold. Register now to secure your spot and ensure your organisation is ready.
