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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.
This content may be out of date
This update was due for review on 1 June 2026. The information may no longer be current.
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.
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Step-by-step journey for new employers.
Employment & HR