Mike Rogers, Chief Services Officer at recruitment agency Kingdom People, discusses the steep rise in businesses turning to high-value contractors as opposed to permanent hires in the wake of the Employment Rights Bill.
In the UK, businesses are waiting to see how their hiring will change due to the Employment Rights Bill. A timeline set out in July suggests that many key changes to employment law will be introduced from April 2026, such as statutory sick pay from day one of sickness, and day one rights for paternity and parental leave, while other changes such as unfair dismissal will be introduced from 2027.
So, what is the Employment Rights Bill?
The Employment Rights Bill is a UK government bill aimed at modernising employment law and boosting workers’ rights. It seeks to update and enhance existing employment protections, make provision regarding pay and conditions in specific sectors, and introduce reforms related to trade unions and industrial action. And while it is still being scrutinised by the House of Lords, and is not expected to reach Royal Assent until autumn, there are several changes businesses are bringing in to tide over until there is more clarity around the law.
At the moment, key changes expected from April 2026 include:
The facts before the Third Circuit in the recently decided case of Patel v. United States illustrate how parties can put themselves in a bind if they make factual admissions when resolving a crimi...