Following its pledge to introduce legislation within its first 100 days, the Government has now published the Employment Rights Bill. Once implemented, this legislation will make a number of significant changes to UK employment law. However, the changes are likely to come into force much later than expected. There will be consultation on the detail during 2025, with the majority of reforms not taking effect until 2026. The much-publicised removal of the two-year service requirement for unfair dismissal claims (see below) will not take effect before Autumn 2026.
Employment Rights Bill
What does it mean for employers?
Overview
The Government has also pledged to introduce other employment law reforms separately, including:
- Ethnicity and disability pay gap reporting requirements for employers with at least 250 employees
- Introducing a "single worker status" under which all workers would have full employment rights
- Reviewing the current parental leave system
- Examining carers' leave and considering whether it should be paid
- Introducing a right to "switch off" preventing employees from being regularly contacted out of hours
Employment Rights Bill - Parliamentary Bills - UK Parliament
Next Steps to Make Work Pay (web accessible version) - GOV.UK (www.gov.uk)
