On 15 September 2025, MPs considered the amendments made by the House of Lords. The Government’s technical changes were approved, while the non-government amendments, including proposals for a six-month qualifying period for unfair dismissal and a diluted right to guaranteed hours, were rejected. With those issues resolved, the Bill is now on track to become law in the near future.
The House of Lords are scheduled to consider the latest draft of the Bill on 28 October 2025. The Bill will then receive Royal Assent around the beginning of November. Attention therefore now turns to how and when the new rights will take effect.
Some measures, such as the repeal of the Trade Union Act 2016, will take effect automatically two months after Royal Assent. Others, including the headline reforms on zero hours contracts, day one unfair dismissal rights and changes to collective consultation, will require consultation and secondary legislation before they can be implemented. The Government has signalled an ambitious programme of consultations in Autumn 2025, covering areas such as day one unfair dismissal rights, fire and rehire reform and a suite of trade union measures.
The recent cabinet reshuffle, which saw the departure of Angela Rayner and Justin Madders from Government, has prompted questions about how implementation will be managed. The roadmap for consultations and secondary legislation has already been published, but the pace or order of delivery...
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