The UK government’s Implementing the Employment Rights Bill Roadmap outlines proposed reforms to enhance workers’ rights, improve job quality, and adapt employment laws to modern work practices. Published by the Department for Business and Trade, the document sets out key legislative and policy changes aimed at creating a fairer and more flexible labour market.
Key Proposals
- Strengthening Worker Protections
Right to Request Predictable Hours: Workers on irregular contracts (e.g., zero-hours) will gain the right to request more predictable working patterns.
Flexible Working by Default: Employees will have the right to request flexible working arrangements from day one, reducing the current 26-week eligibility period.
Enhanced Protection for Pregnant Workers & New Parents: Strengthened redundancy protections and clearer workplace rights for pregnant employees and those returning from parental leave.
- Tackling One-Sided Flexibility
The government aims to address unfair working conditions, particularly in gig economy roles, by ensuring workers receive fair notice of shifts and compensation for last-minute cancellations.
- Fair Tips & Wage Transparency
Employers will be legally required to pass on all tips and service charges to workers without deductions.
Measures to improve transparency in pay structures to help close wage gaps.
- Supporting Fair Dismissals & Workplace Disputes
Reforms to the dismissal process to ensure fairness while maintaining business flexibility.
Encouraging alternative dispute resolution (e.g., mediation) to reduce tribunal backlogs.
- Modernising Employment Law
Updating legislation to reflect hybrid and remote work trends.
Strengthening enforcement mechanisms to ensure compliance with employment rights.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
