New Employment Rights Bill 2024

New Employment Rights Bill 2024: What Employers Need to Know

The UK government introduced a new Employment Rights Bill in 2024, marking one of the most significant updates to employment law in recent years. The bill is designed to improve protections for workers while giving employers clearer guidelines on what’s expected in the modern workplace. A central focus of the bill is the regulation of zero-hour contracts, which have long been controversial.

This guide explains when the Employment Rights Bill was introduced, what it includes, the implications for employers, and whether more changes are on the horizon in 2025.

What Is the Employment Rights Bill 2024 and When Was It Introduced?

The Employment Rights Bill 2024 was formally introduced to Parliament in February 2024 and received Royal Assent later that year. The bill is part of the government’s broader plan to modernise the UK’s employment framework and address gaps in protection that have emerged with the rise of gig work, casual employment, and digital platforms.

The legislation aims to rebalance rights and responsibilities between employers and workers. It introduces more predictable working patterns, greater notice for shifts, and stronger penalties for non-compliance.

What Are the Main Points of the Employment Rights Bill?

The bill covers a wide range of issues, but the core changes fall into five key areas:

1. Zero-Hour Contracts

The most high-profile change is the “right to request a more predictable working pattern” for individuals on zero-hour contracts. After 26 weeks of continuous employment, workers can formally request a fixed or regular schedule. Employers must consider the request and respond within a statutory timeframe. Refusals are permitted, but only for valid business reasons.

This shift does not ban zero-hour contracts, but it restricts their unchecked use and encourages employers to offer more stability to regular workers.

2. Shift Notice Requirements

Employers are now required to give reasonable advance notice of work schedules. The exact definition of “reasonable” can vary by industry, but typically means a minimum of 72 hours. Cancelling shifts at short notice may now require compensation.

3. Enhanced Redundancy Protections

Pregnant employees and new parents now receive extended redundancy protection, starting from the moment they notify their employer of pregnancy and lasting for 18 months after birth or adoption placement.

4. Carer’s Leave

A new statutory unpaid carer’s leave entitlement has been introduced—up to 5 days per year for employees who have caring responsibilities. This applies from day one of employment and does not require employer consent.

5. Flexible Working as a Day-One Right

Employees now have the right to request flexible working from the first day of employment, removing the previous 26-week qualifying period. Employers must respond to these requests within 2 months and can only reject them for business-related reasons.

Are Employment Laws Changing Again in 2025?

There is a strong chance of further employment reforms in 2025. The government has already hinted at potential follow-up legislation focused on workplace transparency, digital platform workers (especially in the gig economy), and AI-driven hiring practices.

However, no firm dates or bills have been announced yet. What’s clear is that employment law is now on an active reform track, and 2025 could see additional protections or obligations introduced—particularly around tech-driven workplaces and part-time arrangements.

What Does This Mean for Employers?

The 2024 Employment Rights Bill requires employers to review and potentially update several core policies:

• Contracts of employment may need to reflect the right to request predictable hours or flexible working from day one.

• Staff handbooks should include new procedures for responding to flexible working and shift cancellation claims.

• Training for managers on handling requests, especially for zero-hour workers, will be critical to ensure fair and legal treatment.

• HR systems will need to track eligibility for the new carer’s leave and monitor compliance with new redundancy protection timelines.

Failing to comply with the new rules could result in tribunal claims, fines, and reputational damage, particularly if patterns of unfair treatment emerge.

When Does the Bill Come into Effect?

Most of the provisions in the Employment Rights Bill 2024 are expected to come into effect from September 2024, though some measures—such as the carer’s leave and redundancy protections—may have earlier implementation dates depending on the final statutory instruments issued by the government.

Employers should begin preparing now to ensure they meet the new standards by autumn. Legal and HR departments should audit contracts and procedures to check for compliance.

Final Thought

The Employment Rights Bill 2024 is a clear signal that employment law in the UK is evolving. It’s not just about zero-hour contracts—it touches multiple aspects of work-life balance, flexibility, and predictability. For employers, the message is clear: review your policies, act early, and be ready to support a workforce that now has more power to demand fairness and structure.