A New Era for Workers’ Rights in the UK
The UK government’s Employment Rights Bill is set to bring the most significant overhaul of employment law in decades. Designed to create fairer, more flexible, and more secure workplaces, the Bill aims to strengthen protections for employees while giving employers clearer responsibilities around contracts, flexibility, and inclusion.
If you’re an employer, HR professional, or worker trying to understand what’s coming next, this guide breaks down the key reforms, timeline, and what you can do now to prepare.
Overview of the Employment Rights Bill
The Employment Rights Bill forms part of the government’s commitment to modernising workplace legislation, closing loopholes in zero-hour and gig economy contracts, and promoting inclusive and secure employment.
Although the Bill is still progressing through Parliament, it is expected to become law in 2025, with staged implementation from 2026 to 2027.
The overarching goals are to:
- Strengthen job security and reduce exploitative contracts.
- Improve work-life balance through fair flexibility.
- Enhance workplace inclusivity for disabled and neurodiverse employees.
- Streamline employment tribunals and dispute resolution processes.
Key Reforms Employers and Employees Should Know
- Ending Insecure Work
The Bill aims to restrict the overuse of zero-hour contracts and casual working arrangements. Workers will gain the right to predictable hours after a qualifying period and better notice of shifts or cancellations.
Impact: Employers will need to plan rotas and staffing more carefully — with clear records of working patterns and contract terms.
- Day-One Rights for Workers
Employees will gain day-one rights to basic protections such as sick pay, parental leave, and unfair dismissal protection.
Impact: HR teams must ensure onboarding processes, contracts, and policies are compliant from the very first day of employment.
- Flexible Working as a Default
The Bill strengthens employees’ right to request flexible working from day one and places greater emphasis on employers to consider these requests fairly.
Impact: Organisations should prepare to handle flexible working applications more frequently and document the reasons for any refusals.
- Strengthening Protection Against Discrimination
The Bill enhances safeguards for disabled workers and introduces new expectations for proactive workplace adjustments, shifting responsibility towards anticipatory inclusion, not just reactive accommodations.
Impact: This is where Disability Impact Assessment (DIA) training becomes crucial.
How our Training Helps Employers Prepare
With reforms focused on inclusion and accountability, Disability Impact Assessment (DIA) training enables employers to go beyond compliance and foster cultures of belonging.
Through Aim Higher Training’s DIA programmes, managers and HR leaders learn how to:
- Assess and remove barriers faced by disabled or neurodiverse staff.
- Create proactive action plans that anticipate individual and organisational needs.
- Reduce legal and reputational risks by ensuring decisions align with the Equality Act 2010 and the new Employment Rights Bill expectations.
- Improve retention and engagement through inclusive design and communication.
By investing in DIA training now, organisations can future-proof their policies and culture, positioning themselves as inclusive employers of choice.
Timeline and Next Steps
- Autumn 2025: Bill expected to pass Parliament.
- Spring 2026: Initial reforms take effect, including flexible working and zero-hour contract provisions.
- 2027: Full implementation of new rights and enforcement measures.
Employers should review:
- Current contracts and policies
- Recruitment and onboarding processes
- Inclusion and reasonable adjustment procedures
- Training for managers and HR staff
Final Thoughts
The Employment Rights Bill represents a decisive step toward a fairer, more modern labour market. For employers, it’s both a challenge and an opportunity — to update outdated practices, strengthen inclusion, and invest in training that keeps your organisation compliant and compassionate.
For employees, it promises greater security, flexibility, and fairness at work.
Now is the time to act: start reviewing your HR policies, train your managers, and embrace proactive inclusion with Disability Impact Assessment training, so your workplace is ready for the next chapter of employment rights in the UK.
Contact us to discuss how we can help your organisation adjust to the new Employment Rights Bill and prepare your employees for some of the changes.