hello@hr-surgery.co.uk   |   01932 239830   Our current job vacancies
hello@hr-surgery.co.uk   |   01932 239830   Our current job vacancies
Our current
job vacancies

Employment Rights Bill Hub

HR consultancy support for UK Employment Rights Bill compliance

The government’s new Employment Rights Bill is one of the biggest shake-ups of UK employment law in years. It’s currently moving through Parliament and is expected to receive Royal Assent in autumn 2025, with most changes phased in from 2026 onwards.

What’s changing?

The Bill introduces a wide range of reforms designed to give workers stronger protections and more day-one rights. Key proposals include:

  • Fairer contracts for zero-hours and shift workers – stronger rights to security and predictability, including guaranteed hours that reflect actual working patterns, advance notice of shifts, and compensation if work is cancelled at short notice.
  • Unfair dismissal rights – the current two-year qualifying period is set to be reduced, with the latest amendment suggesting this will move to six months (expected to be phased in by 2027).
  • Family and bereavement leave – day-one rights to parental and paternity leave, plus extended bereavement leave rights beyond just parents.
  • Statutory Sick Pay (SSP) – payable from the first day of sickness, with no lower earnings limit (expected to be introduced in April 2026).
  • Pregnancy and harassment protections – stronger safeguards for employees, including protection from third-party harassment (e.g. customers or clients).
  • Trade union rules – simplified access and collective bargaining rights.
What this means for employers of all sizes

These changes will mean reviewing contracts, policies, and day-to-day practices. While not all reforms will happen straight away, it’s important to start planning now so you’re ready when the new rules take effect.

  • Employment contracts – make sure they reflect guaranteed hours, notice of shifts, and new day-one rights.
  • Sickness and absence policies – prepare for April 2026, when SSP will be payable from day one and more employees will qualify.
  • Family leave policies – update to reflect day-one parental and paternity leave and prepare for the extension of bereavement leave beyond just parents.
  • Anti-harassment measures – strengthen policies and provide training to ensure managers and employees know their responsibilities.
  • Dismissal procedures – with the unfair dismissal qualifying period likely to reduce from two years to six months (expected to be phased in by 2027), start training managers now to handle dismissals fairly and consistently.
  • Recruitment – getting the right people in place from the start will be even more important under the new rules. We provide a full recruitment service, acting as your in-house recruiter, to help you attract, assess, and hire people with the right skills and long-term fit for your business — minimising risk and avoiding bigger problems (and costs) later.
  • Probationary periods – ensure these are clearly set out, well-managed, and documented so issues are picked up early.
  • HR systems and payroll processes – check your systems can handle the changes, especially around SSP and leave entitlements.
  • Employee communication – keep employees informed about the new rights so they understand what’s available, how to use it, and feel supported.

We’ll be keeping this page updated as the Bill progresses. If you’d like to understand what the changes mean for your business and start preparing in a practical, manageable way, get in touch with us today at hello@hr-surgery.co.uk.