Why do I need to know about the ERB
( Employment Rights Bill)?
You may have heard of the ERB as one of the key planks of the new government’ s agenda. For those of us that work in HR and geek out on this sort of thing( yes, sad I know!) we are watching closely as the proposed legislation makes its way through parliament. Just last week the legislation went back to the Commons having been debated in the Lords who put forward several amendments – most of which were rejected by the Commons.
Whether you’ re a small business or if you’ re employed by a large corporate and reading this, you might be interested in the key parts of this important legislation. It’ s a really big change to employment rights – and I say that as someone who is old enough to remember the Y2K shenanigans, the Working Time Directive coming in and previous iterations of when full employment rights are given to employees.
Here are the key points:
• Day-one rights: Employees will now be protected from unfair dismissal from their very first day, subject to a probation period.
• Zero-hours contracts: If you’ re regularly working extra hours, your employer will need to offer you a contract that reflects that reality – and the same protections will extend to agency staff too.
• Bereavement leave: This will explicitly include miscarriages in the first 24 weeks of pregnancy.
Why does it matter? The government says the Bill is about rewarding good employers and ensuring protections enjoyed by some are extended to millions more workers. In practice, it could mean greater job security, more predictable contracts, and fairer access to benefits. In my view, it also means you need to be extra certain of your recruitment decisions and making sure that induction, training and probationary reviews are thorough to protect you against potential unfair dismissal claims.
When does this all happen? The Bill now heads back to the House of Lords for further consideration. Most expect the Commons’ position to win out but it will be autumn 2026 at the earliest before any legislative changes are implemented, so you still have time to consider the implications for your business.
In my 30 + years in HR, this really is a landmark moment in employment law – one to watch and if you need advice tailoring to your organisation, you know who to ask!
Ruth George- HR Consultant- ruth @ ruthgeorge. com | 07899 920075
© Ruth George HR Consulting. This is not legal advice and is provided for general information only.
• Sick pay and parental rights: Both will apply from day one of employment, with no minimum earnings thresholds.
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