Employment Rights Bill Update: What Has Been Implemented and What Is Yet To Come?
The Government’s Employment Rights Bill has been widely described as one of the most significant reforms to workplace law in a generation. However, there remains some confusion among Employers and Employees about what changes are already in force and what is still to come.
At the time of writing, the Bill represents a framework for reform rather than a fully implemented package of rights. While certain related employment law changes have already taken effect through separate legislation, many of the headline proposals within the Employment Rights Bill are not yet in force and will require further regulations and phased implementation.
What Has Already Been Implemented
In the past year, several important employment law reforms have come into effect independently of the Bill itself. These include:
Day-one flexible working rights, allowing employees to request flexible working from the start of employment.
Carer’s leave, providing eligible employees with unpaid leave to care for dependants.
Enhanced protections around workplace harassment, placing greater responsibility on Employers to take reasonable preventative steps.
These changes are already legally binding, and Employers should have updated contracts, policies, and internal procedures accordingly.
What Is Not Yet in Force?
Many of the most widely discussed proposals in the Employment Rights Bill are not yet operational. These include:
The removal or significant reduction of the two-year qualifying period for unfair dismissal.
Expanded rights for workers on zero-hours contracts, including guaranteed hours and enhanced predictability.
Strengthened protections against so-called “fire and rehire” practices.
Reforms to statutory sick pay eligibility.
Broader trade union and collective consultation changes.
These measures will require secondary legislation and commencement dates before they become enforceable. Until those steps are completed, the current legal framework remains in place.
What Employers Should Be Doing Now
Although full implementation is still pending, Employers should not delay preparation. The direction of travel is clear: increased worker protection, greater day-one rights, and stronger enforcement mechanisms.
Now is the time to:
Audit employment contracts and staff handbooks.
Review dismissal and redundancy procedures.
Assess the use of zero-hours or variable-hour arrangements.
Train managers on evolving compliance expectations.
Proactive planning will reduce risk, protect business continuity, and ensure a smoother transition when the reforms take effect.
Final Thoughts
The Employment Rights Bill signals a substantial shift in the balance of workplace rights. However, it is important to distinguish between political announcements and legal reality. While some related reforms are already law, many of the Bill’s core provisions are still progressing through the implementation process.
At Liberty Law Solicitors, we are closely monitoring developments and advising clients on practical steps to remain compliant. If you would like tailored guidance on how these changes may affect your organisation, please give our employment law team a call on 01582 853783.