Under the new proposals, employees would no longer need to complete two years of service to qualify for protection against unfair dismissal. Instead, these protections will be available from the first day of employment. However, workers will still be subject to a nine-month probation period, during which they can be dismissed without the full legal process.

This change is expected to benefit approximately nine million workers currently employed for less than two years, offering them greater security in their roles.

Enhanced Sick Pay and Parental Leave

Another key change involves statutory sick pay (SSP). Under the new bill, workers will be entitled to SSP from the first day they are unwell, rather than after four days. Additionally, the current earnings threshold of £123 per week, which prevents lower earners from accessing SSP, will be removed. However, there will be a lower rate of sick pay for workers earning below a certain level.

Parents will also see improvements in their rights. Fathers will become eligible for paternity leave from the first day of employment, rather than after 26 weeks, and unpaid parental leave will be available from day one instead of after one year. This is expected to affect 30,000 fathers or partners and around 1.5 million parents.

Deputy Prime Minister Angela Rayner commented: “We’re raising the floor on rights at work to deliver a stronger, fairer, and brighter future of work for Britain.”

Other Key Changes

• Flexible Working: Employers will be required to consider requests for flexible working from day one of employment. They must approve these requests unless they can provide reasonable grounds for refusal.
• Zero-Hours Contracts: Employers will have to offer a guaranteed-hours contract to workers on zero-hours arrangements based on their hours worked over a 12-week period. Additionally, workers will be entitled to reasonable notice of any shift changes and compensation if a shift is cancelled.

The Path Ahead

Although the Employment Rights Bill marks a significant shift in workers’ rights, many details are still under discussion. The bill is expected to undergo further consultations before coming into effect, with most changes anticipated by autumn 2026. There will also be further consultations on zero-hours contracts and probation periods to ensure the reforms are practical for both workers and employers.

Gary Smith, general secretary of the GMB union, called the bill a “groundbreaking first step” but emphasised the need for thorough implementation. He added, “The legislation must be watertight and without loopholes that could be used by those wanting to delay the rights workers so desperately need.”

As the bill progresses, employees and job seekers are encouraged to stay informed about how these changes might impact their rights and working conditions.