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Key update: UK Government drops plans for day-one unfair dismissal rights
Following weeks of parliamentary debate, the government has confirmed that it will not introduce day-one unfair dismissal rights under the Employment Rights Bill. Instead, the qualifying period for unfair dismissal will be reduced from two years to six months. This is a significant change, aimed at securing Royal Assent as soon as possible and keeping the government’s published roadmap for implementation on track.
Consultations on UK Employment Rights Bill published
The Employment Rights Bill is expected to receive Royal Assent soon. While many changes require further legislation, four key consultations have now been published on:
- Trade union workplace access – due to take effect in October 2026
- Employer duty to inform workers of union rights – due to take effect in October 2026
- Pregnancy-related dismissal protections – planned for implementation in 2027
- Bereavement leave – also planned for implementation in 2027
Read our article for more details about these consultations.
The UK Employment Rights Bill: The government unveils a roadmap for implementation
Although the government has been clear to date that the Bill will be implemented in stages, the roadmap is the first time the government has provided more detailed timescales for commencement. The roadmap also sets out an anticipated timetable for any necessary consultations on the detail of the measures to come.
In this article, we summarise what employers need to know about the government’s roadmap, and the steps they should take to prepare.
The UK Employment Rights Bill: Trade unions and industrial relations
To support employers as they respond to the Bill’s diverse measures, our more detailed briefings focus on specific topics within the Bill and include the latest developments and practical implications. In this briefing, we review provisions which have important repercussions for collective employment law, including trade union and employer rights and duties, affecting both unionised and non-unionised employers.
The UK Employment Rights Bill: Significant new employer harassment duties
In our last article of this series, we review diversity provisions in the Bill. Including significant changes to harassment laws, a new requirement that larger employers publish equality action plans, and the practical implications of these measures for employers.
The UK Employment Rights Bill: Day-one rights, including unfair dismissal and SSP
In this article, we explore day-one rights and unfair dismissal, and the impact of the Bill removing the current qualifying period of two years’ continuous service for claims of ordinary unfair dismissal. As well as discussing statutory sick pay being available from the first day of illness, removing the current three-day waiting period, and what employers need to do to prepare.
The UK Employment Rights Bill: Zero and low hours contract provisions
In this article, we consider the zero and low hours contract provisions in the Bill. The government estimates there are around 1.13 million people in employment on zero hours contracts in the UK representing around 3% of employed persons. In addition, around 140,000 agency workers identify as being on zero hours contracts.
The Bill creates a complex new suite of rights for zero and low hours workers, including certain agency workers. Our in depth briefing summarises the key provisions, explains practical impacts and steps employers should take now to prepare.
Advancing Equality: Further Upcoming Reforms in UK Law? Call for evidence launched
The government has initiated a call for evidence on several key areas of equality law and practice.
The call for evidence seeks to gather perspectives to inform the forthcoming Equality (Race and Disability) Bill and provides a valuable indication of the government's considerations on future policy development. In the article our lawyers delve into the key aspects of the call for evidence, the timing considerations and what employers should do next. The areas considered include:
- Equal pay rights for ethnic minority and disabled people
- Ensuring that outsourcing of services cannot be used to avoid paying equal pay
- Improving enforcement
- Improving pay transparency
- Workplace harassment
- Strengthening protections against combined discrimination
- Socio-economic duty
- Public Sector Equality Duty (PSED)
The UK Employment Rights Bill: New state enforcement powers
New enforcement body: Fair Work Agency The Employment Rights Bill (the “Bill”) is currently progressing through its parliamentary stages and is expected to be finalised this summer, with a staged implementation during 2025 and 2026 (and potentially beyond). In this article, we consider the Bill’s major changes to the enforcement of workplace employment rights, including the Fair Work Agency’s new enforcement capabilities and practical implications for employers.
Ethnicity and disability pay gap reporting
Consultation launched on mandatory reporting The government has today launched its consultation on mandatory ethnicity and disability pay gap reporting. This consultation signifies the beginning of the government's efforts towards fulfilling its commitment to "create a more equal society and support a growing economy”. Together with an anticipated call for evidence on extended equal pay protections for ethnic minority and disabled people, the consultation will inform the Draft Equality (Race and Disability) Bill, which will establish the legal framework for the new pay gap reporting requirements and the extended equal pay protections. In this briefing, our lawyers examine the issues that the consultation seeks to address and outline the steps that employers can take now to prepare for the forthcoming changes.
The UK Employment Rights Bill: family friendly rights changes, including flexible working
The Employment Rights Bill (“Bill”) is currently progressing through its parliamentary stages and is expected to be finalised this summer, with a staged implementation during 2025 and 2026 (and potentially beyond). In this briefing, we analyse the proposed changes to family friendly rights, including flexible working.
The UK Employment Rights Bill: contractual change reforms, including “fire and rehire”
In this briefing, our lawyers Tom Bray and Jen Mann review provisions which have important repercussions for employers seeking to change employees’ contractual terms, including through dismissal and re-engagement (“fire and rehire”). Key points include: • Changing terms, including dismissal and re-engagement • What does the Bill say? • Practical implications for employers
The UK Employment Rights Bill: Changes to collective redundancies
The Employment Rights Bill is currently progressing through its parliamentary stages and is expected to be finalised this summer, with a staged implementation during 2025 and 2026 (and potentially beyond).
In this briefing, our lawyers review the provisions that are expected to change how employers manage collective redundancy consultation, and the risks of not complying. This briefing covers:
- What does the Bill say?
- Practical implications for employers
- Who needs to be consulted?
- How to approach diverse consultation exercises?
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