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A new era for workers’ rights – an introduction to the Employment Rights Bill

22nd Jul 2025

Author: Mohammed Balal

 

What is the Employment Rights Bill?

The Employment Rights Bill is a major UK law reform designed to strengthen workers’ rights and ensure fair treatment in the workplace. It will be implemented in stages between 2025 and 2027.

The way we work in the UK is changing. The Employment Rights Bill (ERB), set to be fully implemented by 2027, brings with it some of the most significant reforms to employment law in a generation.

The Bill is designed to give workers greater protection, improve fairness in the workplace, and bring employment law in line with modern working practices. It will impact almost every employer and employee across the country.

In this article, Employment Law specialist Mohammed Balal will look at what the ERB is, why it is being introduced and what the proposed changes mean for both businesses and workers.

Why the Employment Rights Bill?

The ERB was introduced by the government to address growing concerns around issues such as:

  • Unfair dismissal
  • Fire-and-rehire practices
  • Zero-hours contracts
  • Whistleblowing protections
  • Workplace harassment

These have all come under increasing public and political scrutiny in recent years, particularly as the world of work has changed significantly since the COVID-19 pandemic. The government has committed to building a fairer and more transparent employment landscape – and the ERB is the centrepiece of that commitment.

Who will the Employment Rights Bill affect?

The Bill will apply across all sectors and affect:

  • Employers of all sizes
  • Workers and employees, including those on insecure contracts
  • Trade unions
  • HR and legal professionals

Whether you run a large organisation or a small business, it is likely that the ERB will require you to review existing policies and procedures. It will also give employees new rights from the very start of their employment.

 

Infographic showing who is affected by the Employment Rights Bill, including employers, employees, trade unions, and HR teams, with brief responsibilities for each group.

What changes are being made?

The Bill introduces a wide range of reforms, including:

  • Day 1 rights for unfair dismissal and family-related leave
  • Stronger protections for whistleblowers and pregnant workers
  • A ban on fire-and-rehire tactics
  • A new duty for employers to prevent sexual harassment
  • Fairer treatment for those on zero-hours contracts
  • Enhanced sick pay and bereavement leave

There will also be changes to how trade unions operate, including new digital voting systems and a simpler recognition process.

We will cover each of these in detail throughout this series.

When will the changes happen?

The government has published a phased roadmap for the implementation of the ERB, starting from 2025 and continuing through to 2027.

Here is a brief outline:

  • Late 2025: Royal Assent expected; some immediate changes to follow
  • April 2026: First major reforms, including whistleblower protections and paternity leave
  • October 2026: Fire-and-rehire ban and anti-harassment duties
  • 2027: Final stage of implementation, focusing on gender equality and zero-hours protections

This staged approach will give employers time to prepare and adjust, but it is important to start planning now.

 

Employment Rights Bill timeline showing changes from 2025 to 2027

What happens next?

In the coming articles, we will explore the key reforms in more detail, looking at what is changing, when the changes will take place, and what action employers should be taking now.

As always, the team at Butcher & Barlow are here to support you. Our Employment Law Team will be keeping a close eye on developments and can help you stay compliant as new obligations come into force.

If you would like to discuss how the Employment Rights Bill may affect your business or your employment rights, please do not hesitate to get in touch.

Mohammed can be contacted on 0161 764 4062 or via email at mbalal@butcher-barlow.co.uk

 

Professional headshot of a Solicitor in a navy suit with a blue tie, standing in front of a white panelled door.

Mohammed Balal

 

The information in this article was correct at the time of publication. The information is for general guidance only. Laws and regulations may change, and the applicability of legal principles can vary based on individual circumstances. Therefore, this content should not be construed as legal advice. We recommend that you consult with a qualified legal professional to obtain advice tailored to your specific situation. For personalised guidance, please contact us directly.

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