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In October 2024 the government passed the new Employment Rights Bill to parliament for consultation in an aim to tackle poor working conditions and to promote economic growth. The majority of the reforms are unlikely to take effect until 2026 but once implemented the legislation will make significant changes to UK employment law that employers should begin preparing for now.
Adopting a proactive approach, such as training managers and ensuring your policies and procedures are fit for purpose, can help you avoid costly issues and save valuable time in the long term.
We are here to help you check you are complaint in all areas, by reviewing your current policies and procedures to minimise the impact of the changes once they come in.
Our step-by-step compliance checklist ensures you won’t miss any critical ERB requirements. Each section outlines key obligations along with their priority levels, making it easy to assess where your business stands and identify exactly what actions you need to take. We’re offering a complimentary 30 minute consultation to discuss your answers and any actions you wish to take as a result of completing this checklist.
Download and complete your ERB checklist and then email it or call our team for your individual FREE 30 minute consultation
Download our ‘Dignity at Work Checklist’ to ensure you are compliant with the new sexual harassment legislation that came into force October 26th 2024
Download our Employment Rights Bill compliance checklist
Removes the two-year service requirement for unfair dismissal claims, meaning employees can bring a claim from their first day. A proposed statutory probation period which is likely to be around nine months will apply, permitting a lighter-touch dismissal process during that time. Ensure you have an effective system for probation reviews in place, which are used consistently and fairly.
Eliminates the lower earnings limit and waiting days, ensuring employees are eligible for SSP from their first day of sickness. SSP will be the lower of 80% of normal weekly earnings or the flat rate (£118.75 from April 2025). Prepare for increases to your sick pay costs, and consider implementing a robust attendance management process, to ensure that all absences are recorded accurately.
The anticipated change with remove all qualifying periods for parental and paternity leave so these rights apply from day one. It will expand bereavement leave to cover pre‑24‑week pregnancy losses and provides extended protection for pregnant employees, including dismissal protection up to six months after maternity leave.
The proposed ERB changes will build on existing rights to request flexible working from day one of employment, making all jobs flexible by default, unless employers can objectively and reasonably show otherwise.
Establishes a new enforcement body to oversee minimum wage, SSP, holiday pay, employment agency standards, and more. The Agency will possess expanded inspection powers, even allowing entry to private premises with warrants, aimed at improving compliance.
Extends the deadline to bring most employment claims from three months to six months, giving employees more time to file grievances or negotiate internally. It will be important to ensure you have up to effective document storage and retention policies in place.
In October 2024, the Worker Protection (Amendment of Equality Act 2010) Act 2023 came into effect, placing a legal duty on employers to take reasonable steps to prevent sexual harassment of employees during the course of their work. See our Dignity at Work checklist.
Raises the duty on employers to take all reasonable steps (not just reasonable steps) to prevent harassment, including from clients, customers or third parties, across all protected characteristics. See our Dignity at Work checklist, but also be prepared for more work needed on policies and training.
Lowers the recognition threshold (formally between 2–10%) and removes the requirement for majority support before an application to the CAC. Ballots only require a simple majority, easing union access to formal bargaining and simplifying industrial action rules.
New requirements will likely apply to collective redundancy situations, defined as cases where 20 or more employees face redundancy within 90 days.
New rules require you to offer guaranteed hours to zero-hours workers based on their typical work patterns. This covers agency workers too. When you need to change or cancel shifts, you must give reasonable notice or provide compensation. You can only opt out of these requirements through a collective agreement with your workforce.
Download your ERB checklist for your FREE 30 minute consultation
Once you have emailed the completed form back to us someone will get back you as soon as possible to discuss your options further.
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