Employment Rights Bill – Getting ready for the changes
The last few months have seen much back and forth between the House of Lords and House of Commons regarding the long awaited Employment Rights Bill. It is expected that the House of Lords will consider the latest draft of the Bill on 28 October 2025, meaning Royal Assent is likely to be delayed until sometime in November. These delays mean that staying informed and prepared is even more crucial for organisations. This article offers an update on the latest developments, explores areas still under discussion, and provides practical advice to help HR teams navigate the changes effectively.
Latest Developments
Once the bill has reached Royal Assent, the implementation process set out in the government roadmap will begin in earnest. Some commentators have suggested that the delays caused by the debate between the Houses and the recent ministerial changes, could impact the timeline for implementation of the Bill, but so far the government has given no such indication. As a consequence we may see the timeline for consultations squeezed.
As we know, the aims of the Bill are to enhance workplace protections and rights, focusing on inclusivity and fairness. The Employment Rights Bill is expected to be implemented in stages, with some provisions taking effect immediately and others rolling out over the next few years. It’s therefore important that employers and HR managers stay updated on the timeline to ensure their organisations are compliant at every stage.
Key updates include:
- Simplified flexible working request processes, empowering employees to seek adjustments to their working patterns.
- Stronger protections against workplace harassment, with clearer employer responsibilities.
- Pay transparency requirements, ensuring fairness in advertised roles.
- Extended redundancy protections for pregnant employees and new parents.
These updates represent a significant shift in employment practices, requiring alignment of policies and procedures accordingly.
Unresolved Questions
While the Bill outlines ambitious goals, some areas remain uncertain. These include:
- Exact timelines for implementing changes.
- Detailed enforcement mechanisms for pay transparency and harassment protections.
- Clarifications on the scope and definitions within the legislation.
- These uncertainties mean organisations should be proactive but must also remain flexible, anticipating further updates and guidance in the coming months.
Practical Steps to Prepare for the Changes
Policy Review
Conduct a thorough audit of current policies, focusing on areas impacted by the Bill, such as flexible working, redundancy protections, and anti-harassment measures. Ensure alignment with the proposed changes to avoid compliance issues.
Pay Audit
Conduct an audit of pay structures and working conditions to identify any gaps in transparency.
Diversity Reporting
Prepare for mandatory diversity reporting by collecting and analysing workforce data.
Training and Development
Train managers and HR teams on the new protections against unfair dismissal and redundancy, and consider developing more robust probationary procedures and embedding strong and timely practices amongst line managers.
Familiarisation
Equip employees with the knowledge they need to adapt to the new regulations. Training sessions can help clarify roles, responsibilities, and expectations under the updated laws.
Dissemination and Employee Engagement
Develop a communication plan to inform employees about their enhanced rights and changes to policy. Highlighting this early, and revisiting this as you approach the implementation date(s), will help to embed knowledge and understanding of the changes. Transparency fosters trust and ensures smoother implementation of new policies.
Stay Informed
Monitor reliable sources for updates on the Bill, including government announcements and legal insights. Staying ahead of developments will enable your team to plan effectively. Our Employment Rights Bill tracker is designed to help you keep up to date with all of the changes.
