The publication of the U.K. Employment Rights Bill (“ER Bill”) and the expectation that it will become law, most likely in the second half of 2025, mean that significant change is on the way. This year, though, is likely to be dominated by multiple consultations rather than substantive change.
The U.K. government has confirmed that there will be extensive consultation over the proposed employment law changes set out in the ER Bill. It has also confirmed that most of the proposed changes will not be implemented until 2026 at the earliest.
There have already been several consultations in the final quarter of 2024 relating to the ER Bill, but throughout 2025, there will likely be consultations on issues such as: 1) removing the qualifying service requirement for unfair dismissal, including consultation on the length of the initial period of employment where a “lighter touch” dismissal procedure will be required and how that procedure will work; and 2) doubling the minimum collective consultation period from 45 to 90 days where an employer is proposing to dismiss 100 or more employees within a 90-day period.
Other consultations expected in 2025 include those seeking views on developing the details of the approach to be taken on flexible working and those discussing the introduction of the right to reasonable notice of shifts as well as payment for canceled, curtailed, or moved shifts.
There may also be consultations relating to matters such as: 1) a more general...
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