The New Employment Bill: What’s Changing for UK Workers and Employees?

Previously, employees needed two years of service before they could claim unfair dismissal. Under the new law, protections start from the first day on the job. This levels the playing field for workers, making job security a right—not a privilege.

👉 What this means for employees: More confidence in job security.
👉 What this means for employers: Hiring decisions will carry more long-term weight, so onboarding processes must be thorough.

If you’ve ever been stuck in the uncertainty of zero-hours contracts, you’re not alone. The new Working for Workers Act (Bill 27) ensures contracts match actual hours worked. This is a huge win for job stability, especially for agency and gig workers.

👉 For employees: No more unpredictable work schedules—contracts must reflect reality.
👉 For employers: A need to shift towards fairer, more structured employment contracts.

Pregnant workers and new parents often face unfair treatment in the workplace. The Pregnancy and Maternity Discrimination Bill strengthens protections, making it illegal to dismiss or demote employees due to pregnancy or maternity leave.

👉 For employees: You are protected before, during, and after maternity leave.
👉 For employers: Policies around pregnancy discrimination and return-to-work processes must be updated.

Flexible work is no longer a perk, it’s a right. The New Flexible Working Bill gives employees the power to request flexible hours or remote work from their first day. Employers must now provide a valid reason if they deny such requests.

👉 For employees: Greater control over your work-life balance.
👉 For employers: Adjusting business models to accommodate a hybrid and remote workforce.

The Wage Transparency Act is set to revolutionise salary disclosures. Employers must now publish salary ranges in job ads and provide clearer information on pay structures and gender pay gaps.

👉 For employees: More visibility into what your job is really worth.
👉 For employers: Transparency could improve hiring trust and workforce diversity.

The UK is following the lead of SB 1162, a US law that requires companies to report salary data, broken down by gender and race. The new UK employment bill will require large employers to report pay equity data, helping to tackle pay gaps across industries.

👉 For employees: Know if you’re being paid fairly.
👉 For employers: Compliance will require better record-keeping and fair pay structures.

The bill simplifies trade union recognition, making it easier for workers to organise and take industrial action. With increased union support, workers can push for fairer contracts, better pay, and safer working conditions.

👉 For employees: A stronger voice in workplace negotiations.
👉 For employers: Expect a rise in collective bargaining and the need for open dialogue with workers.

Some employers have used “fire and rehire” to force staff onto worse contracts. This loophole is closing. The bill bans dismissing employees just to rehire them under less favorable terms.

👉 For employees: No more sudden contract changes that leave you worse off.
👉 For employers: Clearer, fairer negotiation processes are now a must.