Big changes are coming to UK workplaces. The Government’s Employment Rights Bill—part of the wider Plan to Make Work Pay—promises to be the most significant update to employment law in a generation. Whether you’re an employee, employer, or job seeker, it’s worth understanding what these changes could mean for you.
The Bill is designed to tackle unfair practices and create a more secure working environment:
Zero-hours contracts: Employees will get guaranteed hours, notice of shifts, and compensation if shifts are canceled at short notice. Agency workers will get the same protections.
Fire and rehire practices: Changing contracts through “fire and rehire” could now be considered automatically unfair in most cases.
Unfair dismissal protections: The two-year qualifying period will be removed, meaning you could make a claim from your first day. Employers can use a new probation period to ensure a good fit.
Collective redundancy: Employers will need to consult and notify staff earlier if making redundancies, including closing loopholes for maritime jobs.
The Bill strengthens the principle of “a fair day’s work deserves a fair day’s pay”:
Statutory Sick Pay: More workers will be eligible, and the waiting period will be removed.
Tipping and outsourced work protections: Employers must consult staff on tipping policies, and outsourced staff will receive comparable terms to public sector employees.
Social care and schools: Pay negotiations will be supported via new frameworks in social care and schools.
Seafarers’ protections: Working conditions on ships operating from UK ports will be strengthened.
Supporting workers with family commitments is also a focus:
Parental leave: Paternity and unpaid parental leave will be available from day one, and leave can now be taken after shared parental leave.
Bereavement leave: Employees can take unpaid leave to grieve the loss of a loved one.
Pregnancy protections: New rules will safeguard pregnant workers, mothers on maternity leave, and those returning to work for six months.
Flexible working: Employees can request flexible hours from day one, with employers required to provide reasonable grounds for refusal.
The Bill introduces measures to protect all workers and promote fairness:
Sexual harassment: Employers must take “all reasonable steps” to prevent harassment and protect employees from third-party harassment.
Whistleblowers: Sexual harassment can now be a protected disclosure.
Gender equality: Employers will be encouraged to address the gender pay gap and support employees experiencing menopause.
The Bill aims to make it easier for trade unions to represent their members:
Simplifying union recognition and industrial action processes.
Repealing recent restrictive legislation to strengthen union rights.
Protecting workers from detriment due to union involvement or industrial action.
To ensure these rights are meaningful, the Bill proposes:
The Fair Work Agency: A single body to enforce employment rules, investigate labour abuses, and take action on behalf of workers.
Extended tribunal claims: Employees will have up to 6 months to bring a claim.
Umbrella companies: These will now fall under employment agency regulations.
Most of these changes are expected to take effect no earlier than 2026, with regulations and guidance published in advance. Employers and employees will have time to prepare and adapt to the new rules.
For anyone looking for work, these changes signal a move towards greater security, fair pay, and workplace protections. Employers who embrace these reforms may also offer more attractive working conditions, making them more competitive in the talent market.
The Employment Rights Bill is set to reshape the UK workplace for the better. From day-one rights and fair pay to strengthened protections for families and trade unions, these reforms aim to make work fairer, safer, and more rewarding.
