The Employment Rights Bill 2024-25 introduces major changes to UK employment law, including day one unfair dismissal rights, strengthened trade union rights, and new protections for workers. Here is what is expected and when.
The Employment Rights Bill is the biggest overhaul of UK employment law in a generation. Introduced in October 2024 and expected to receive Royal Assent in 2025, with most changes taking effect from 2026 onwards, the Bill will fundamentally reshape workers' rights across Great Britain.
This guide covers the key changes and what they mean for employees and employers.
The most significant change in the Bill: employees will have the right to claim unfair dismissal from day one of employment — no more waiting 2 years.
What this means:
The Bill significantly restricts the practice of "fire and rehire" (dismissal and re-engagement on changed terms):
Building on the April 2024 changes (day one right, two requests per year), the Bill:
Workers on zero-hours or low-guaranteed-hours contracts who regularly work more hours than their contract guarantees will have the right to be offered a contract reflecting their actual worked hours after a 12-week reference period.
This is one of the most significant changes for the gig economy and hospitality, retail, and care sectors.
The Bill:
These changes are expected to come into force April 2026.
The Bill extends the right to paid bereavement leave to cover the loss of any close relative, not just a child. Parents currently have 2 weeks' parental bereavement leave — the Bill expands coverage.
Neonatal care leave (up to 12 weeks for parents of premature or sick babies) was introduced separately from the Bill and came into force in April 2025. See our Neonatal Care Leave guide.
| Change | Expected Date |
|---|---|
| Day one unfair dismissal | Autumn 2026 (earliest) |
| Zero-hours guaranteed hours | 2026 |
| Fire and rehire restrictions | From Royal Assent |
| SSP day one and expanded eligibility | April 2026 |
| Trade union changes | Various from Royal Assent |
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