Reactive (response to change)

Employment Rights Bill: what it means for your business

The Employment Rights Bill introduces day-one unfair dismissal rights, restrictions on zero-hours contracts, and new protections for workers. Here is what employers need to prepare for.

Change event: Employment Rights Bill 2025 receives Royal Assent Effective 1 October 2026

Overview

The Employment Rights Bill is the most significant change to employment law in a generation. While most provisions take effect from October 2026, employers should start preparing now.

Key changes

Day-one unfair dismissal rights: Employees will be protected from unfair dismissal from their first day of employment. Employers will still be able to use a statutory probationary period.

Zero-hours contracts: Workers on zero-hours contracts will have the right to request a guaranteed-hours contract after a qualifying period.

Fire and rehire: The practice of dismissing workers and rehiring them on worse terms will be restricted.

⚠️ Timeline

Most provisions come into force in October 2026. Secondary legislation will set out detailed requirements. We will update this page as regulations are published.