Recently the Labour government has published a roadmap for the changes they propose to make to the Employment Rights Bill. In this article we will talk through the plans and what they mean for workers across our sector.
What’s this Bill for?
It is important to state that this bill is designed to create better working conditions for workers and not designed to boost economic growth. Indeed, groups such as the CBI and some Conservative politicians have stated their concerns about the detrimental effect this bill will have on business to boost growth and economic output and therefore put workers jobs at risk.
Recent studies by the OECD have shown that changes in employment law data across a range of countries have had a negligible impact on employment rates. And whilst the UK is above many countries worldwide when it comes to employment law, there are specific areas in which we fall behind many of our European counterparts which we will address later on.
What’s already changed?
Whilst the Bill itself seeks to make many of the larger changes to Employment Law, it is worth stating some changes that have already taken place that mean better rights for workers.
Flexible Working
Any employee can now make two requests within a 12 month period.
Requests must be dealt with within 2 months of receipt.
An employee no longer has to make a case as to why this will not detriment the business.
Gender Pay Gap Reporting
All companies with 250 employers or more are legally required to report on Gender Pay Gap Figures.
Sexual Harassment
All companies are now legally required to take ‘reasonable steps to prevent sexual harassment’ and failing to do so will mean cases going to Tribunal that find in favour of the claimant will receive a 25% uplift.
From October 2026 this will extend to cover third-party harassment, and tribunal claim time limits will also be lengthened.
Family-Friendly/Paternity Rights
Greater protections for those on maternity, adoption or shared parental leave in relation to redundancy rights.
Greater flexibility on when paternity leave can be taken and an extension of the time allowed.
From April 2026, paternity leave and unpaid parental leave will become day-one rights, alongside the removal of statutory sick pay waiting days and lower earnings limit.
It is important to state that these are only some of the changes already implemented and that some of these were already in place in the businesses AEGIS represents.
What’s coming up in the Employment Bill.
Whilst it MUST be stated that these can be subject to change within Parliament before the bill receives Royal Ascent, these are the current changes proposed for workers.
Trade Union/Industrial Action
Enhanced protections against dismissal for workers taking industrial action.
Notice Periods for industrial action to be reduced from 14 to 10 days.
A mandate for businesses to have a duty to inform workers of a right to join a Union.
The Strikes (Minimum Service Levels) Act 2023 will be repealed shortly after Royal Assent.
Bereavement Leave – to be extended to certain relationships beyond parent and child including pregnancy loss pre 28-weeks — now confirmed to be a day-one right.
Menopause – Employers to have a duty to confirm how they are supporting colleagues going through menopause.
Day 1 Rights – all workers to have protection against unfair dismissal, paternity leave and unpaid parental leave as day one rights (currently unfair dismissal sits at 2 years, although this is likely to have a statutory period where this is gradually reduced over time).
Unfair dismissal will become a full day-one right in 2027, alongside regulation of zero-hours contracts, umbrella companies, and additional flexible working protections.
New Enforcement Body – The Fair Work Agency will be launched in April 2026 to enforce holiday pay, sick pay and other employment rights, with powers to inspect and fine employers.
NDAs and Harassment – New limits will be placed on the use of “gagging clauses” in harassment and discrimination cases to improve transparency.
Summary
These changes would not have been possible without the tireless campaigning and support of Trade Unions for a number of years, and now the onus falls on Unions to ensure government and all businesses are held to account for these changes. AEGIS will continue to both raise motions for the future – look out for our future motions on both Neurodiversity and AI – and continue to support our members to ensure all workplaces are better to be in.
PLEASE NOTE: These timelines and measures reflect the government’s current roadmap. Provisions planned for 2026–2027 may be subject to delay or amendment before they take effect. We will keep you updated on any changes.
