NEW Employment Rights Bill


The Employment Rights Bill was published on 10 October 2024 and introduces key legislative changes for employment in the UK with the aim of improving employment rights for workers and employees.


The changes started in October, with others due to start in 2026. 


Getting proper policies in place and securing your employment practices are essential components to ensure that your workforce thrives.

Is your business compliant? Do you need new policies?  Contact us now:

Changes since October 2024:


Sexual Harassment


All employers are required to take ALL reasonable steps to prevent sexual harassment, rather than just reasonable steps.


Third-party harassment. The Bill creates a new obligation for employers to prevent harassment of their employees by third parties. An employer will be considered to have permitted a third party to harass its employees where an employee has been subjected to harassment by a third party during the course of their employment and the employer is deemed to have failed to take all reasonable steps to prevent the third party from harassing the employee.


Changes for 2026:

  • Ban on Zero Hours and bank staff

    Zero hours are set to be banned with workers having the right to be offered guaranteed hours. 

  • Day one right to unfair dismissal

    The new Bill will give greater protection against unfair dismissal from day one.  

  • SSP

    Currenly, employees have to wait until the 4th day of sickness absence to claim SSP. New proposals will give employees this entitlement from the first day of sickness. 

  • Family Rights

    Mothers will have additional protection from redundancy when on maternity leave and for a period after they return from maternity leave. 

  • Flexible Working

    Currently, there has been no duty on the employer to agree to flexible working requests. There are no statutory restrictions or guidance for employers with regard to responding to flexible working requests.

  • End of Fire & ReHire

    The Bil proposes to end unscrupulous practices of fire and rehire. These practices will form part of a staturory process with the onus on being the very last resort for employers.   

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