The Employment Rights Bill, published on 10 October 2024, has been described as the biggest upgrade to rights at work for a generation. The key proposals in the Bill will impact most UK employers.
May 2025
Employment Rights Bill
What are the proposals?
10 October 2024
Employment Rights Bill published
10 October 2024
Most of the Bill’s measures will come in force
Note, the Government has confirmed that changes to unfair dismissal rights will not come into force before Autumn 2026
2026
It is possible that the Employment Rights Bill might receive Royal Assent, one year after it was published
On the day the Bill receives Royal Assent, the Strikes (Minimum Service Levels) Act 2023 will be repealed in its entirety
October 2025
Consultations on key measures in the Bill including:
Day-one unfair dismissal rights
Changes to zero hours workers’ rights
Statutory bereavement leave
May 2025 onwards
Following conclusion of the first round of debates in the House of Commons, debates commence in House of Lords
14 March 2025
Government response to consultations on:
Strengthening statutory sick pay
Strengthening remedies against abuse of rules on collective redundancy and fire and rehire
The application of zero hours contracts measures to agency workers
Creating a modern framework for industrial relations
4 March 2025
Offices in:
London
Cardiff
Reading
Oxford
Southampton
The contents of this publication are for reference purposes only. They do not constitute legal advice and should not be relied upon as such. Specific legal advice about your specific circumstances should always be sought separately before taking any action based on this publication. Authorised and regulated by the Solicitors Regulation Authority of England and Wales SRA number: 613716
05/25 Public
Click here to visit the website
Employment Tribunal claims
The time limits for Employment Tribunal claims will be extended from three months to six months. Currently, most claims must be brought within three months although some, e.g. statutory redundancy pay, already have a six month time limit.
The time limits for Employment Tribunal claims will be extended from three months to six months. Currently, most claims must be brought within three months although some, e.g. statutory redundancy pay, already have a six month time limit.
Industrial relations
Employers will be obliged to inform workers about their right to join a trade union. The Bill repeals “minimum service levels”, simplifies industrial action notices, makes balloting more accessible and improves transparency around trade union recognition among many other proposals.
Employers will be obliged to inform workers about their right to join a trade union. The Bill repeals “minimum service levels”, simplifies industrial action notices, makes balloting more accessible and improves transparency around trade union recognition among many other proposals.
Equality at work
Large employers will be required to produce action plans on how to address their gender pay gaps and how to support employees through the menopause.
Large employers will be required to produce action plans on how to address their gender pay gaps and how to support employees through the menopause.
Collective redundancy
Collective consultation is triggered where an employer proposes to dismiss as redundant, within 90 days or less, either 20 or more employees at “one establishment” or at least the “threshold number of employees” (not yet decided) which will not be fewer than 20 employees across the employer's organisation.
Collective consultation is triggered where an employer proposes to dismiss as redundant, within 90 days or less, either 20 or more employees at “one establishment” or at least the “threshold number of employees” (not yet decided) which will not be fewer than 20 employees across the employer's organisation.
Some of the Bill’s provisions relating to trade union reform may come into force
These are expected to come into force two months after Royal Assent
December 2025
Protection from harassment
Employers’ duty to take reasonable steps to prevent sexual harassment will be extended to taking “all” reasonable steps. Protection from third party harassment will be reinstated to the Equality Act 2010. Sexual harassment disclosures will count as “qualifying disclosures” for whistleblowing purposes.
Employers’ duty to take reasonable steps to prevent sexual harassment will be extended to taking “all” reasonable steps. Protection from third party harassment will be reinstated to the Equality Act 2010. Sexual harassment disclosures will count as “qualifying disclosures” for whistleblowing purposes.
Statutory sick pay
The lower earnings limit and current waiting period of 3 days before Statutory Sick Pay (SSP) is paid will be removed so that SSP is available from the first day of sickness absence.
The lower earnings limit and current waiting period of 3 days before Statutory Sick Pay (SSP) is paid will be removed so that SSP is available from the first day of sickness absence.
Supporting working families
Employers will have to state why it was “reasonable” to refuse a flexible working request and there will be a new general day-one right to bereavement leave. There will also be improved protection for pregnant women and those on family leave returning to work. Parental and paternity leave will become a day-one right.
Employers will have to state why it was “reasonable” to refuse a flexible working request and there will be a new general day-one right to bereavement leave. There will also be improved protection for pregnant women and those on family leave returning to work. Parental and paternity leave will become a day-one right.
Fire and re-hire
It will be automatically unfair to dismiss someone who refuses to agree to a variation of their contract except where the variation is to ensure the business can be carried on as a going concern and where there is “genuinely no alternative”.
It will be automatically unfair to dismiss someone who refuses to agree to a variation of their contract except where the variation is to ensure the business can be carried on as a going concern and where there is “genuinely no alternative”.
Zero-hours workers
Employers must offer “qualifying workers” a guaranteed hours contract if they work regular hours over a defined period (likely to be 12 weeks). They do not have to accept the offer. Employers will be required to provide reasonable notice of shifts and to make a payment for shifts cancelled, curtailed or changed at short notice.
Employers must offer “qualifying workers” a guaranteed hours contract if they work regular hours over a defined period (likely to be 12 weeks). They do not have to accept the offer. Employers will be required to provide reasonable notice of shifts and to make a payment for shifts cancelled, curtailed or changed at short notice.
Unfair dismissal
Employees will have day-one unfair dismissal rights with a “light touch” dismissal process applying during the “initial period of employment” (IPE). This is likely to mean a meeting with the employee to explain the reasons for their dismissal. The IPE could be between three to nine months.
Employees will have day-one unfair dismissal rights with a “light touch” dismissal process applying during the “initial period of employment” (IPE). This is likely to mean a meeting with the employee to explain the reasons for their dismissal. The IPE could be between three to nine months.
Please get in touch with your usual contact at Blake Morgan if there are particular aspects of the Bill you would like to discuss or join our mailing list using this link to receive future updates from us and to ensure that you are invited to our training events.
What are the next steps?
The Government has confirmed that most reforms will take effect no earlier than 2026. Until then, there will be ongoing scrutiny of the Bill as it makes its way through the Parliamentary process. In addition, throughout 2025, there will be various consultation papers issued about key aspects of the Bill. At this stage, the Government has not confirmed timescales for the implementation of the Bill.
The Government has confirmed that most reforms will take effect no earlier than 2026. Until then, there will be ongoing scrutiny of the Bill as it makes its way through the Parliamentary process. In addition, throughout 2025, there will be various consultation papers issued about key aspects of the Bill. At this stage, the Government has not confirmed timescales for the implementation of the Bill.
How to keep up-to-date on the Employment Rights Bill proposals
We have created an Employment Rights Bill hub on our website, where you can find analysis of the proposed changes, key dates, and information about our upcoming events and training.
We have created an Employment Rights Bill hub on our website, where you can find analysis of the proposed changes, key dates, and information about our upcoming events and training.
The Government’s stated aim of the Bill is to upgrade workers’ rights, tackle poor working conditions and benefit businesses and workers alike. Employers need to be aware of the proposed changes:
The Employment Rights Bill, published on 10 October 2024, has been described as the biggest upgrade to rights at work for a generation. The key proposals in the Bill will impact most UK employers.
May 2025
What are the proposals?
Employment Rights Bill
Offices in:
London
Cardiff
Reading
Oxford
Southampton
The contents of this publication are for reference purposes only. They do not constitute legal advice and should not be relied upon as such. Specific legal advice about your specific circumstances should always be sought separately before taking any action based on this publication. Authorised and regulated by the Solicitors Regulation Authority of England and Wales SRA number: 613716
05/25 Public
Please get in touch with your usual contact at Blake Morgan if there are particular aspects of the Bill you would like to discuss or join our mailing list using this link to receive future updates from us and to ensure that you are invited to our training events.
Click here to visit the website
How to keep up-to-date on the Employment Rights Bill proposals
We have created an Employment Rights Bill hub on our website, where you can find analysis of the proposed changes, key dates, and information about our upcoming events and training.
We have created an Employment Rights Bill hub on our website, where you can find analysis of the proposed changes, key dates, and information about our upcoming events and training.
What are the next steps?
The Government has confirmed that most reforms will take effect no earlier than 2026. Until then, there will be ongoing scrutiny of the Bill as it makes its way through the Parliamentary process. In addition, throughout 2025, there will be various consultation papers issued about key aspects of the Bill.At this stage, the Government has not confirmed timescales for the implementation of the Bill.
The Government has confirmed that most reforms will take effect no earlier than 2026. Until then, there will be ongoing scrutiny of the Bill as it makes its way through the Parliamentary process. In addition, throughout 2025, there will be various consultation papers issued about key aspects of the Bill.At this stage, the Government has not confirmed timescales for the implementation of the Bill.
Employment Tribunal claims
The time limits for Employment Tribunal claims will be extended from three months to six months. Currently, most claims must be brought within three months although some, e.g. statutory redundancy pay, already have a six month time limit.
The time limits for Employment Tribunal claims will be extended from three months to six months. Currently, most claims must be brought within three months although some, e.g. statutory redundancy pay, already have a six month time limit.
Industrial relations
Employers will be obliged to inform workers about their right to join a trade union. The Bill repeals “minimum service levels”, simplifies industrial action notices, makes balloting more accessible and improves transparency around trade union recognition among many other proposals.
Employers will be obliged to inform workers about their right to join a trade union. The Bill repeals “minimum service levels”, simplifies industrial action notices, makes balloting more accessible and improves transparency around trade union recognition among many other proposals.
Equality at work
Large employers will be required to produce action plans on how to address their gender pay gaps and how to support employees through the menopause.
Large employers will be required to produce action plans on how to address their gender pay gaps and how to support employees through the menopause.
Collective redundancy
Collective consultation is triggered where an employer proposes to dismiss as redundant, within 90 days or less, either 20 or more employees at “one establishment” or at least the “threshold number of employees” (not yet decided) which will not be fewer than 20 employees across the employer's organisation.
Collective consultation is triggered where an employer proposes to dismiss as redundant, within 90 days or less, either 20 or more employees at “one establishment” or at least the “threshold number of employees” (not yet decided) which will not be fewer than 20 employees across the employer's organisation.
Protection from harassment
Employers’ duty to take reasonable steps to prevent sexual harassment will be extended to taking “all” reasonable steps. Protection from third party harassment will be reinstated to the Equality Act 2010. Sexual harassment disclosures will count as “qualifying disclosures” for whistleblowing purposes.
Employers’ duty to take reasonable steps to prevent sexual harassment will be extended to taking “all” reasonable steps. Protection from third party harassment will be reinstated to the Equality Act 2010. Sexual harassment disclosures will count as “qualifying disclosures” for whistleblowing purposes.
Statutory sick pay
The lower earnings limit and current waiting period of 3 days before Statutory Sick Pay (SSP) is paid will be removed so that SSP is available from the first day of sickness absence.
The lower earnings limit and current waiting period of 3 days before Statutory Sick Pay (SSP) is paid will be removed so that SSP is available from the first day of sickness absence.
Supporting working families
Employers will have to state why it was “reasonable” to refuse a flexible working request and there will be a new general day-one right to bereavement leave. There will also be improved protection for pregnant women and those on family leave returning to work. Parental and paternity leave will become a day-one right.
Employers will have to state why it was “reasonable” to refuse a flexible working request and there will be a new general day-one right to bereavement leave. There will also be improved protection for pregnant women and those on family leave returning to work. Parental and paternity leave will become a day-one right.
Fire and re-hire
It will be automatically unfair to dismiss someone who refuses to agree to a variation of their contract except where the variation is to ensure the business can be carried on as a going concern and where there is “genuinely no alternative”.
It will be automatically unfair to dismiss someone who refuses to agree to a variation of their contract except where the variation is to ensure the business can be carried on as a going concern and where there is “genuinely no alternative”.
Zero-hours workers
Employers must offer “qualifying workers” a guaranteed hours contract if they work regular hours over a defined period (likely to be 12 weeks). They do not have to accept the offer. Employers will be required to provide reasonable notice of shifts and to make a payment for shifts cancelled, curtailed or changed at short notice.
Employers must offer “qualifying workers” a guaranteed hours contract if they work regular hours over a defined period (likely to be 12 weeks). They do not have to accept the offer. Employers will be required to provide reasonable notice of shifts and to make a payment for shifts cancelled, curtailed or changed at short notice.
Unfair dismissal
Employees will have day-one unfair dismissal rights with a “light touch” dismissal process applying during the “initial period of employment” (IPE). This is likely to mean a meeting with the employee to explain the reasons for their dismissal. The IPE could be between three to nine months.
Employees will have day-one unfair dismissal rights with a “light touch” dismissal process applying during the “initial period of employment” (IPE). This is likely to mean a meeting with the employee to explain the reasons for their dismissal. The IPE could be between three to nine months.
The Government’s stated aim of the Bill is to upgrade workers’ rights, tackle poor working conditions and benefit businesses and workers alike. Employers need to be aware of the proposed changes: