New Employment Rights Bill

What Does the New Employment Rights Bill Mean for the Employers?

The government is preparing to implement a landmark Employment Rights Bill, expected to take effect in early 2026. As an employer, it’s crucial to understand the key changes this bill introduces and what it means for your recruitment, staffing, and compliance strategies. This new legislation aims to offer greater protection to workers, while also setting clearer expectations for employers.

Here’s what you need to know about the key changes in the Employment Rights Bill

1. Right to Request Predictable Working Hours

Employees on irregular or zero-hours contracts will gain the legal right to request a more predictable working pattern. After 26 weeks of service, they can request a contract that better reflects their usual hours.

What this means for employers:

You’ll need to carefully monitor hours worked and ensure that any informal ‘patterns’ are formally addressed if requested. More importantly, you may no longer be able to keep large numbers of workers “on standby” without consequence.

2. Extended Redundancy Protection for Pregnant Employees and New Parents

Redundancy protection will begin from the moment a woman notifies her employer of pregnancy and last until 18 months after the birth.

What this means for employers:

This extends the period during which a woman is protected from redundancy, so ensure HR processes are updated. Risk assessments, restructuring plans, and redundancy decisions must account for this extended timeline.

3. Carer’s Leave

Employees who care for a dependent with long-term needs will be entitled to one week of unpaid leave annually.

What this means for employers:

You’ll need to prepare policies for handling carer’s leave requests, including documentation, process for notification, and business continuity planning.

4. Enhanced Enforcement and Transparency

The bill also proposes tougher enforcement of breaches, more transparent employment terms, and more accountability for employers.

What this means for employers:

Contracts and onboarding documents will need to be clearer, more complete, and provided promptly. Compliance audits and training may be necessary to prepare teams, particularly in HR and operations.

Steps Employers Should Take Now

·         Audit current workforce structures—especially those using zero-hours or irregular contracts.

·         Train HR and managers on the upcoming changes and how to handle new requests and rights.

·         Review and update contracts, policies, and handbooks.

·         Plan smarter recruitment—focus on hiring only those you can place consistently.

·         Engage your legal and compliance team to ensure you're fully prepared for enforcement changes.

This bill reflects a shift toward fairer, more secure, and more transparent employment practices in the UK. While it poses some challenges—especially in fast-moving, flexible sectors—it also offers an opportunity for employers to improve their reputation, reduce staff turnover, and build a more engaged workforce.

At Ambience, we’re already preparing our systems and teams to stay ahead of these changes. If you're a business looking for support in adapting to this new employment landscape, our team is here to help.