The Employment Rights Bill – A New Era for UK Workplace Rights

The UK Government’s Employment Rights Bill, which is expected to receive Royal Assent this autumn, is making its way through Parliament. This is not without much noise since this marks the most significant overhaul of employment legislation in a generation. With 28 sweeping reforms, the Bill is set to reshape the legal landscape for employers and employees alike. Here is a summary of some the reforms that are being discussed.

• Day-One Rights for Unfair Dismissal - Employees will no longer need two years of service to bring an unfair dismissal claim. Protection will apply from the first day of employment, with a proposed nine-month statutory probation period allowing a simplified dismissal process during early employment.
• Flexible Working as the Default - Employees will have a default right to request flexible working arrangements from day one, with employers required to consider such requests seriously.
• Restrictions on Zero-Hours Contracts - Employers will be required to offer guaranteed hours contracts to zero-hours workers, reversing exploitative practices and improving job security.
• Extended Tribunal Deadlines - The time limit for bringing Employment Tribunal claims will be extended from three to six months, giving employees more time to seek redress.
• Fire and Rehire Limitations - Dismissal and re-engagement tactics used to impose contractual changes will be restricted. Dismissals for refusing “restricted variations” will be automatically unfair unless employers meet a high justification threshold. 

Whilst the Royal Assent is expected in Autumn 2025, there have been delays and it is unclear how many of the proposed reforms will be implemented. 

There will be however a staggered roll out, with most reforms that are implemented to effect between 2026 and 2027.

• Review Contracts & Policies: Ensure employment contracts and HR policies reflect upcoming changes.
• Train Managers: Equip line managers with knowledge on new dismissal procedures and flexible working rights.
• Prepare for Tribunal Risk: With expanded rights and deadlines, proactive compliance will be key to avoiding litigation.

For any advice on Employment Law matters, please do contact Ruby Rai, Head of Employment on ruby.rai@thomasflavell.co.uk or call on 01926 887700.