A New Employment Rights Bill is proposed.  What does this mean for you and your business?

With day-one paternity, parental leave, the removal of Statutory Sick Pay (SSP) waiting periods and the lower earnings limit, and establishing a right for workers on zero-hours contracts to request predictable working hours, the employer is potentially exposed to more overheads and more red tape.

Other proposed changes include increasing whistleblowing awards, strong penalties to prohibit all fire and rehire practices, and enhancing trade union and worker protections.  Not all businesses, as we know, are members of Unions or recognise them as being part of their decision-making process, but if the workers have more protection, the employers will potentially be forced to join the process.

These reforms are expected to be introduced in stages, with some measures anticipated from April 2026 and others in October 2026, depending on government leanings and public pressure. Watch this space. What are your thoughts?