The UK government’s draft employment rights bill for 2025, introduced in October of the previous year, proposes significant changes to enhance worker protections and rights. Central to the bill’s proposals are an increase in the national minimum wage, a ban on zero-hours contracts, and restrictions against fire-and-rehire practices. Additionally, the bill aims to grant unfair dismissal rights from day one of employment instead of after two years, and offer immediate rights to request flexible working, all forms of parental leave, and statutory sick pay without the current three-day waiting period.
Despite these firm proposals, the government plans to engage in extensive consultations with relevant stakeholders before finalizing the law. It is anticipated that some provisions, such as the day-one right to unfair dismissal, may be diluted due to practical considerations like probationary periods for new employees. This approach seeks to balance the need for enhanced employee rights with the realities of day-to-day business operations, acknowledging that some regulations may require adjustments to accommodate practical workplace circumstances.
In summary, while the bill aims to significantly bolster employee protections and rights, its final form may undergo substantial revisions through stakeholder consultations. The draft promises significant enhancements to employment rights, yet the comprehensive legislative process will likely lead to changes that reconcile policy objectives with practical implementation. As the government engages with stakeholders, the landscape of employment law may shift, but the underlying intent remains to improve the conditions and protections for workers across the UK economy.