2025 has already seen significant employment law changes, with potentially the most significant changes arising from the introduction of the Employment Rights Bill.
This upcoming legislation is part of the UK Government’s wider reform programme aimed at strengthening workplace protections and improving workers’ rights. With the National Office of Statistics reporting that over one million people were employed on zero-hour contracts in 2024, the Bill is designed to provide greater clarity and security for employees while setting out clear obligations for employers.
In this article, our employment law experts at Harding Evans explain what the Employment Rights Bill is, whether it’s been passed, when it takes effect, and what it means for employers and employees.
What Is the Employment Rights Bill?
The Employment Rights Bill is part of the Government’s wider strategy, developed alongside the Business and Trade Committee, known as The Plan to Make Work Pay.
This initiative has been designed to boost economic growth, support workers, and improve living standards by ensuring people can stay in work and feel protected in their roles.
The Bill represents one of the most significant upgrades to UK employment rights in decades. It addresses longstanding issues such as zero-hour contracts, unfair dismissals, and the maritime redundancy notification loophole, among others.
Key aims of the Employment Rights Bill include:
- Guaranteeing fair pay for a fair day’s work
- Strengthening family-friendly workplace rights
- Prioritising fairness, equality, and employee wellbeing
- Modernising trade union legislation
- Improving the enforcement of employment rights
At its core, the Bill is designed to boost workers’ rights.
Has the Employment Rights Bill Been Passed?
The Employment Rights Bill was first introduced in October 2024 and has since been progressing through Parliament. Like all major legislation, it is subject to review processes in both the House of Commons and House of Lords.
As of September 2025, the Bill is at the consideration of amendments stage. This is where each House reviews and responds to the other’s amendments to ensure the final version is agreed upon.
Once this stage is complete, the Bill will move to royal assent. At this point, it will officially become an Act of Parliament, meaning it is law and ready to be implemented.
When Does the Employment Rights Bill Take Effect?
With the consideration of amendments stage drawing to a close, the Employment Rights Bill is expected to receive approval in October 2025. However, this timeline is not guaranteed, as the parliamentary process can still cause delays. It remains to be seen whether the recent turmoil within the ranks of Government may impact upon the bill.
That said, the Government already has a phased plan in place ready for the Bill’s implementation. It is likely that, while the Bill will be passed in Autumn 2025, many of the changes will not come into effect until 2026 and beyond. This proposed timetable looks broadly as follows:
Early 2026 – initial updates to:
- Family rights
- Collective redundancy consultation
- Equality reporting
- Pay, holiday, and sickness
- Enforcement
- Trade unions and strikes
Later 2026 – further reforms covering:
- Protection against harassment at work
- Fundamental review of fire and rehire practices
From 2027 – major structural changes to:
- Unfair dismissal with employment rights from day one
- Flexible working
- Zero hours, casual, and irregular hours workers
By staging these updates, the Government aims to give employers sufficient time to prepare while ensuring that workers feel the benefits of stronger protections as soon as possible.
What Employers Should Do Now
The Employment Rights Bill comes at a time of wider employment law reform. While some of the proposed changes will not take effect for several months, there are steps that both employers and employees can take to prepare now.
Business owners and employers should begin by reviewing workplace policies, contracts, and staff handbooks to identify where updates will be required under the new Bill. Taking action early will provide enough time to adapt, avoid compliance risks, and ensure that your organisation is ready once the Bill comes into force.
At Harding Evans, our specialist employment law team can guide employers through these changes. If you’re unsure where to start, we’re here to support you.
How Harding Evans Can Help
We provide trusted employment law advice to some of the largest organisations in Wales and across the UK. Our specialist team advises on a wide range of workplace issues, including the changes introduced by the Employment Rights Bill, helping employers understand their responsibilities.
If you’d like tailored guidance on how the Employment Rights Bill may affect your business, our team is here to help.
Get in touch today on 01633 244233 or wilded@hevans.com.
