The Progress of the Employment Rights Bill

Keeping Up to Date as the Employment Rights Bill Progresses through Parliament 2024-2025

As of February 2025, the Employment Rights Bill continues its progression through the UK Parliament, aiming to enhance worker protections and modernise employment laws. It’s important for employers to keep on top of the progress of the Employment Rights Bill, to ensure timely compliance with its proposed changes to workplace practices.

Introduced on 10 October 2024, the Bill has undergone several key developments this month.

Parliamentary progress

The Bill is currently awaiting its Report Stage and Third Reading in the House of Commons. While specific dates have yet to be confirmed, these stages are anticipated to occur soon, reflecting the Bill’s expedited journey through Parliament.

Recent amendments and discussions

• Four-Day working week proposal

A group of twelve Labour MPs and one Green Party MP have proposed an amendment advocating for a four-day working week without a reduction in pay. This proposal aims to establish a body to explore the feasibility of implementing such a change, citing potential productivity gains and improved work-life balance. However, the government has not endorsed this amendment, expressing concerns about its impact on business operations.

• Commitment to workers’ rights

Deputy Prime Minister Angela Rayner has reaffirmed the government’s dedication to safeguarding the workers’ rights package within the Bill. Despite criticisms from some business leaders, Rayner emphasised that strengthening employment protections benefits both workers and the economy.

Key provisions of the Employment Rights Bill

The Employment Rights Bill encompasses several significant reforms, including:

• Zero-hours contracts: Introducing restrictions to provide workers with more predictable working patterns.

• Statutory Sick Pay (SSP): Reforming SSP to make it more accessible, particularly for low-income workers.

• Unfair dismissal and redundancy: Extending the qualifying period for unfair dismissal claims and clarifying redundancy procedures.

• Trade union rights: Enhancing rights, such as granting paid time off for union equality representatives and reforming the statutory union recognition process.

• Family leave: Extending provisions for bereavement, paternity, and unpaid parental leave.

Employers and employees should stay informed about the Bill’s progress and its potential implications for workplace practices and rights.