Employment Rights Bill: What was said and when will changes happen?

The Government’s flagship Employment Rights Bill was published, with a press release from the Government available here.

Recent updates to the Employment Rights Bill have introduced sweeping reforms that will reshape how businesses across the UK manage their workforce. While the changes aim to strengthen protections for employees, they present new challenges for employers as they navigate more stringent regulations on flexible working, pay transparency, and worker classification.

Wayne Grills, BALI Chief Executive said:

As the voice of landscape professionals across the industry, we recognise the importance of protecting workers' rights, but also recognise the need for a balanced approach to ensure businesses can continue to thrive in an increasingly tough and competitive environment.

Although announced last week, the Employment Rights Bill is now subject to the usual Parliamentary process. Over a minimum period of the next 2 years, debates will take place in both the House of Lords and the House of Commons before the Bill is granted Royal Ascent and comes into law. During this period, the Association expects the Government to be heavily consulting stakeholders and industry representatives to understand how their announcements affect industries and whether any approaches can be amended as a result.  

A summary of changes within the Bill:

The government’s Employment Rights Bill introduces several significant changes that will affect businesses and workers alike. Below is a summary of the most notable reforms:

Statutory Sick Pay (SSP) Reform
The Bill reforms Statutory Sick Pay (SSP), making it available from day one of illness. Previously, workers had to wait until the fourth consecutive day to qualify for SSP. Additionally, the earnings threshold, which excluded workers earning under £123 per week, will be removed.

Parental and Bereavement Leave
Workers will now be entitled to day-one rights for paternity leave, unpaid parental leave, and bereavement leave. Under the current system, employees must work for their employer for at least 26 weeks to qualify for paternity leave, but this requirement will be scrapped.

Unfair Dismissal
The Bill abolishes the two-year qualifying period for unfair dismissal claims. Employees will now have the right to protection from unfair dismissal from their first day on the job.

Zero-Hours Contracts
Workers on zero-hours contracts will now have the right to request guaranteed hours after a set period of employment. Additionally, the Bill mandates that workers receive proper notice of schedule changes and compensation for last-minute cancellations of shifts.

Fire-and-Rehire Practices
The controversial practice of fire-and-rehire—where businesses dismiss workers only to rehire them on less favourable terms—will be effectively banned.

Flexible Working
The Bill makes flexible working the default option, meaning that employees can request flexible working arrangements from the outset of their employment, Where employers must demonstrate valid reasons if such requests cannot be accommodated.

Gender Pay Gap and Inclusivity
Large employers will be required to implement action plans to address the gender pay gap and support women in the workforce, particularly those going through menopause.

New Single Enforcement Body: Fair Work Agency
To oversee the implementation of these changes, a new enforcement body, the Fair Work Agency, will be established. The agency will ensure employers comply with the new laws, including SSP reforms, protections for zero-hours workers, and workplace rights enforcement.

Having your say

It is vital that our members fully understand the recent changes announced to the Employment Rights Bill and how these may impact their businesses. The Association will provide members with a comprehensive run-down of the Bill and expected impacts of the changes amount in a professional landscaping context.

As an Association, we are committed to ensuring that the voices of our members are heard. The Association will be setting up a series of dial in sessions and feedback groups to provide members with the opportunity to engage directly with our Policy and Technical Team, allowing us all to better understand the Bill in our professional landscaping context and to gather insights and provide evidence to the Government during the consultation process. We will be engaging directly with the Government on your behalf to communicate our collective opinions and anticipated experiences regarding this Bill.