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The long-awaited Employment Rights Bill is now nearing the final stages of becoming law, marking a significant moment for UK employment law and workplace rights.
On 15 September 2025, the House of Commons reviewed and agreed to amendments made by the House of Lords. The Bill has since returned to the Lords for further consideration, which is scheduled to take place on 28 October 2025.
Once the Lords have reviewed the Commons’ amendments, the Bill is widely expected to be approved and granted Royal Assent shortly afterwards, formally enacting it into law.
What the Employment Rights Bill Means for UK Workers and Employers
The Employment Rights Bill is one of the most anticipated pieces of legislation in recent years. It aims to strengthen employment protections, improve workplace fairness, and modernise existing laws to reflect the realities of today’s working environment.
While the final version of the Bill is yet to be confirmed, it is expected to address key areas such as:
Flexible working rights and access from the first day of employment.
Predictable working patterns for those on zero-hours or casual contracts.
Stronger protections for agency and gig-economy workers.
Enhanced rights for carers and family-related leave.
Fairer dismissal and redundancy procedures.
This new legislation is likely to have far-reaching implications for both employers and employees, requiring updates to employment contracts, HR policies, and workplace practices.
Q&A Section
Q: What is the Employment Rights Bill?
The Employment Rights Bill is new legislation designed to strengthen and modernise UK employment law. It introduces enhanced worker protections and updates outdated aspects of existing employment legislation.
Q: When will the Bill become law?
The Bill is currently in its final stage of parliamentary approval. The House of Lords is expected to approve it on 28 October 2025, after which it will likely receive Royal Assent shortly thereafter.
Q: How will the Bill affect employers?
Employers may need to update their policies, contracts, and HR procedures to comply with the new legal requirements. This may include reviewing flexible working requests, zero-hour arrangements, and notice period policies.
Q: What should employees know about the new rights?
Employees can expect greater job security, more flexibility, and clearer protection against unfair treatment, particularly for those in insecure or part-time work.
Contact Us
At Willett & Co Solicitors, our experienced employment law team can help you prepare for the upcoming changes introduced by the Employment Rights Bill. Whether you’re an employer updating workplace policies or an employee seeking to understand your rights, we can provide clear and practical advice.