What the Employment Rights Bill Really Means (and Why You Should Care)

Let’s be honest – no one loves a government bill. They tend to come wrapped in 80 pages of jargon, press release waffle, and a good dose of confusion. But the new Employment Rights Bill? This one’s worth your attention.

Because it’s not just a legal update – it’s a total reset on how we treat people at work. And if you’re in HR, employer branding, or anywhere near a people function, this bill is heading straight for your to-do list.

So, what’s actually in it?

Here’s your need-to-know, minus the legalese.

1. Day-one rights are the new norm

From the moment someone starts a job, they’re now entitled to things like:

1. Statutory sick pay (no more “three-day wait”)
2. Paternity leave, parental leave, and bereavement leave

There’s no more “wait six months and then maybe we’ll talk about it.” This levels the playing field from day one, and quietly raises the bar for what good onboarding and early experience looks like.

2. You can’t hide behind probation anymore

The two-year threshold for unfair dismissal claims? Gone. Employees can now challenge unfair dismissal decisions from the moment they walk through the door. (You’ll still have probation periods, but they’re no longer a legal free pass.)

3. Zero-hours contracts are under the spotlight

If someone works regular shifts, you’ll need to offer them a contract that reflects that. Predictability and fairness are the focus here, especially for agency and shift workers who’ve historically had very little say in when and how they work.

4. Flexibility isn’t optional anymore

There’s a new expectation that flexible working isn’t a perk – it’s a right. Employers will need to give valid reasons for turning down flexible work requests. “Because we’ve always done it this way” won’t cut it.

Also incoming: a UK version of the ‘right to disconnect’. Which basically means you’ll need to stop expecting email replies at 9:37pm on a Wednesday.

5. Stronger protections for parents and carers

From pregnancy to post-maternity to caring responsibilities, employees will be better protected from redundancy and unfair treatment.

In other words: if you weren’t already being thoughtful and proactive about this stuff, now’s the time to start.

6. Harassment policies will need an upgrade

Employers will be expected to take reasonable steps to prevent workplace harassment – including from customers and third parties. So yes, that one inappropriate client? Still your responsibility.

So... why should HR care?

Because this isn’t just about policies. It’s about culture. It’s about trust. And it’s about showing that your brand doesn’t just say the right things, it does them too.

The Employment Rights Bill isn’t about adding a few extra lines to your HR handbook. It’s about shifting the way we think about people at work. If your employer brand is based on being people-first, fair, and flexible – this is your chance to back that up with action.

It’s also a wake-up call. Because if your competitors move faster on this – if they’re already shouting about day-one rights, predictable contracts, and no-guilt flexible working – where does that leave you?

Our advice?

Use this as a culture audit. Ask yourself:

1. Are we ready to put people first before the law tells us to?
2. Can we turn these new requirements into something meaningful for our team?
3. Do our values show up in the way we treat new starters, part-timers, parents, carers, and remote workers?

If the answer’s “not yet” – that’s fine. But it’s time to start.

Because the world of work is shifting – and this bill is just the warm-up.