Workers will have to wait two more years for stronger protections under the government’s Employment Rights Bill, as ministers delay key measures to ease business concerns. The delayed worker protectionsinclude day-one unfair dismissal rights, guaranteed flexible working, and a ban on exploitative zero-hours contracts now set for 2027 instead of 2026.
The government unveiled a roadmap for the bill, aiming to give companies time to adapt. Business Secretary Jonathan Reynolds said the staggered approach balances worker rights with economic realities. However, critics argue the delayed worker protections leave employees vulnerable while failing to fully address employer concerns.
Some reforms will still arrive sooner:
- April 2025: Expanded statutory sick pay, whistleblower safeguards, and day-one paternity leave.
- October 2025: Bans on “fire and rehire” tactics and fairer tipping laws.
Trade unions welcomed the reforms but criticized the wait. TUC leader Paul Nowak called the changes “long overdue,” urging faster implementation.
Business groups, however, warned of disruption. The Federation of Small Businesses (FSB) said many lack HR capacity to handle the changes, while the British Chambers of Commerce warned of “unintended consequences” for hiring.
Even after 2027, employers will retain a nine-month probation period to dismiss staff more easily. Meanwhile, the estimated £5bn cost to businesses on top of rising wages and taxes has sparked calls for clearer guidance. Shadow Business Secretary Andrew Griffith accused Labour of “another U-turn,” highlighting ongoing uncertainty.
With the bill still undergoing parliamentary scrutiny, workers and employers alike face a waiting game. The delayed worker protections may offer eventual gains, but for now, the timeline leaves both sides in limbo.
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