In this month’s instalment, our team summarises the main changes proposed under the Government’s recently published Employment Rights Bill and their wider implications.
The Labour government has unveiled the much-anticipated Employment Rights Bill, representing what they describe as the “biggest shake up in UK employment law for over 30 years” but while some of the proposed changes are really quite radical, overall the Bill is not as revolutionary as was initially feared/hoped (depending on which side of the fence you’re on). Some of the changes are more of a codification of current best practice and with the really material changes, the devil will be in the detail…which we’re still largely awaiting and may need to wait a while longer yet.
Crucially, the government has indicated that it is unlikely the reforms will take effect before (the latter part of) 2026, with many provisions requiring additional legislation to come into effect and the key changes being subject to consultation before they can be implemented.
The Bill will now be subject to the usual parliamentary process before it is enacted and this in itself may bring further changes and/or clarification, particularly to the more contentious provisions.
Here are the key takeaways for employers from what we know about the Bill in its current state:
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