The world of work is changing—and so is the law that underpins it. The UK’s employment law framework is set for some of the most significant updates in decades.
As someone who has lived through workplace challenges as well as advised on them, I know how important it is to understand what’s coming—whether you’re an employer planning ahead, or an employee wanting clarity on your rights.
Here’s a clear snapshot of the changes currently on the horizon:
“Day One” Employment Rights
Instead of waiting months or even years to qualify for certain protections, workers could soon benefit from rights such as unfair dismissal protection, statutory sick pay, parental leave, and bereavement leave from the very first day of employment.
Unfair Dismissal Reforms
The two-year qualifying period for unfair dismissal claims looks set to disappear. Employers will still be able to use probationary periods (potentially up to nine months), but dismissals beyond this stage will need to be justified more carefully.
Limits on “Fire and Rehire”
The controversial practice of dismissing staff and re-engaging them on worse terms will be heavily restricted—only allowed in exceptional circumstances where a genuine threat to the business exists.
Zero-Hours Contracts Under Review
Workers on zero-hours or low-hour contracts who regularly work beyond their minimum hours will be able to request more predictable schedules. Employers will also be expected to give advance notice of shift changes and cancellations.
NDAs and Workplace Misconduct
Non-Disclosure Agreements (NDAs) will no longer be enforceable if used to silence victims of harassment or discrimination. This is part of a wider move to promote fairness, dignity, and transparency at work.
New Leave Provisions: Neonatal & Miscarriage Rights
Two new types of leave are on the way:
- Neonatal Leave & Pay: Up to 12 weeks for parents whose babies require specialist hospital care.
- Miscarriage Bereavement Leave: Two weeks of paid leave for parents experiencing miscarriage before 24 weeks.
Implementation Timeline (and Delays)
Although some measures could roll out from 2026, the bigger reforms—such as dismissal rights and extended leave entitlements—are unlikely to take full effect until 2027. Political delays mean some headline proposals (such as banning zero-hours contracts outright) may take even longer.
Why This Matters
- For employers: Now is the time to review contracts, policies, and HR practices—particularly around probation, leave, and shift patterns.
- For employees: These reforms represent a major step forward for stability, fairness, and dignity at work.
From my perspective, these changes highlight a truth I’ve seen time and again: compliance isn’t just about rules—it’s about people. Clarity, fairness, and empathy are what prevent conflict and protect reputations.
Looking Ahead
The Employment Rights Bill is one of the most ambitious legal shake-ups in recent memory. While the finer details (and timings) are still evolving, one thing is clear: change is coming.
I’ll be sharing further updates in the coming months—so whether you’re an employer preparing for policy changes, or an employee wanting to understand your rights, keep an eye on this space.
Get in touch at www.gracelegal.net or DM me at @grace.legal2025 or contact me via info@gracelegal.net.