Emma Harvey, Managing Director at UK-based consultancy Candid HR, outlines key upcoming changes under the Employment Rights Bill. With sweeping reforms due by 2027, employers must act now to review their contracts, policies and HR practices to ensure compliance, fairness and readiness for the evolving workplace landscape.
Slowly but surely, a significant wave of UK employment law changes is set to come into effect between now and the end of 2027. The Employment Rights Bill will introduce new day-one rights, increase minimum pay thresholds and enhance employee protections across various aspects of working life. It is essential that employers begin updating their policies, contracts, and practices to stay compliant and support their workforce effectively. However, is your business ready for the headline changes outlined below?
In addition to changes brought in this year relating to Neo-Natal leave and new obligations relating to the prevention of sexual harassment in the workplace, the following changes look set to be introduced:
- New protections for zero-hours workers, including the right to request guaranteed hours and advance notice of shifts.
- Fire-and-rehire restrictions, potentially making dismissals for the purpose of re-engagement on worse terms, are automatically unfair.
- Statutory sick pay eligibility from day one, including for employees earning below the lower earnings limit.
- Unfair dismissal protection from day one, removing the two-year qualifying period.
- Ban on non-disclosure agreements (NDAs) used to silence discrimination and harassment claims.
- Stronger collective redundancy protections, including counting staff across multiple sites and increasing protective awards from 90 to 180 days.
- Establishment of a Fair Work Agency, tasked with enforcing rights related to holiday pay, sick pay and working time.
Further details and implementation timelines are expected throughout 2025 and early 2026. Employers should begin reviewing their HR frameworks now to anticipate how these changes may affect workforce planning, recruitment and employee relations.
By proactively responding to legislative changes, employers can reduce risk, ensure legal compliance and foster a supportive and inclusive workplace environment. Keeping up with reforms is not just a legal obligation, it’s a strategic opportunity to build trust, transparency and resilience in your organisation.
If your business would benefit from a free of charge HR Audit of your current contracts and policies, then Candid HR would be happy to help.
Contact us at +44 (0)113 3456944, or email HRsupport@candidhr.co.uk
To find out more about Candid HR, please visit www.candidhr.co.uk
