Navigating the Employment Rights Bill: What HR professionals need to know

Published: August 11 2025

The UK’s Employment Rights Bill is poised to bring significant changes to the way organisations manage their workforce. For HR professionals, this legislation presents both challenges and opportunities to enhance workplace fairness, flexibility, and inclusivity.

At Kent HR, we’re committed to helping businesses stay ahead of legal developments while fostering positive employee experiences. Here’s what you need to know, and how to prepare.

What is the Employment Rights Bill?

The Employment Rights Bill is a comprehensive update to UK employment law, aiming to modernise protections for workers and improve transparency and fairness in the workplace. Key proposals include:

• Enhanced flexible working rights from day one of employment
• Stronger protections against redundancy, especially for pregnant employees and new parents
• Greater transparency in pay and working conditions
• Improved enforcement mechanisms for employment rights

These changes reflect a growing emphasis on employee wellbeing, work-life balance, and inclusive practices.

Timeline of key changes

The Government has outlined a phased roadmap for implementing the Bill under its “Plan to Make Work Pay”:

Immediately after Royal Assent (expected late 2025):

• Repeal of the Strikes (Minimum Service Levels) Act 2023
• Protections against dismissal for taking industrial action

April 2026:

• Day-one rights to paternity leave and unpaid parental leave
• Statutory Sick Pay reform (removal of lower earnings limit and waiting period)
• Establishment of the Fair Work Agency
• Whistleblowing protections
• Doubling of collective redundancy protective awards

October 2026:

• Ban on fire-and-rehire practices
• New employer duties to prevent sexual harassment
• Fair Pay Agreement body for adult social care
• Tipping law reform

2027:

• Day-one protection from unfair dismissal for all workers
• Ban on exploitative zero-hours contracts
• Bereavement leave for broader circumstances
• Gender pay gap and menopause action plans
• Further harassment protections and industrial relations reforms

What does this mean for HR teams?

HR professionals will play a central role in implementing the Bill’s provisions. Key areas to review include:

• Employment contracts and onboarding: Ensure new starters are informed of their rights from day one, particularly around flexible working.
• Policy updates: Review and revise policies on redundancy, parental leave, and flexible working to align with the new legal standards.
• Training for line managers: Equip managers with the knowledge and tools to apply new rights consistently and fairly.

Supporting line managers through change

Line managers are often the first point of contact for employees navigating workplace policies. HR teams should:

• Provide clear guidance and training on the new legislation
• Encourage open communication and feedback from managers
• Develop toolkits and templates to support consistent decision-making

This ensures that legal compliance is matched by a positive employee experience.

Promoting inclusivity and fairness

The Bill reinforces the importance of inclusive practices. HR teams should:

• Address proximity bias in hybrid working environments
• Ensure reasonable adjustments are made for disabled employees
• Promote transparent pay structures and equal opportunities for progression

These steps not only meet legal requirements but also strengthen organisational culture and employee engagement.

Preparing for implementation

While the Bill is still progressing through Parliament, HR teams should begin preparing now. Here’s a quick checklist:

• Audit current policies and procedures
• Update employment contracts and handbooks
• Schedule training for HR and line managers
• Communicate upcoming changes to employees
• Seek expert advice where needed

Kent HR offers tailored support to help your organisation navigate these changes with confidence.

Conclusion

The Employment Rights Bill marks a pivotal moment for UK employment law. By taking proactive steps now, HR professionals can ensure their organisations are compliant, resilient, and ready to embrace a more inclusive future.

If you’d like support reviewing your policies or training your team, get in touch with Kent HR today. We’re here to help you turn legal change into strategic opportunity.