Last updated: 16 September 2025
The Employment Rights Bill is poised to become one of the most transformative pieces of UK employment legislation in recent decades. It introduces sweeping reforms across a wide spectrum of employment rights – from new rights for zero hours workers to a changed landscape for industrial action.
The Bill presents a complex compliance landscape for employers, with Royal Assent expected in Autumn 2025 and consultation and implementation timelines staggered through to 2027.
This page sets out a high-level summary of the key provisions in the Bill as it currently stands. For each provision in more detail, an explanation of recent amendments, and commentary on the practical implications for employers, download our briefing. You’ll also find expected timelines for consultation and implementation there.
Whether you’re an HR leader, business owner, or in-house counsel, this guide will help you understand what’s changing, when it will happen, and why it matters.
- Employers must make a guaranteed hours offer (GHO) to zero or ‘low’ hours workers if their actual hours exceed the minimum number specified in their contract. This will require employers to implement systems to track hours, monitor reference periods, and issue or respond to GHOs.
- Employers must give reasonable notice for shifts outside of agreed patterns and compensate workers for short-notice cancellations. This may reduce flexibility in scheduling and potentially increase staffing costs, especially in sectors like hospitality and retail.
- These new rules will apply to agency workers. GHOs for agency workers must match the most favourable pay received or that of comparable employees. Employers may need to conduct pay audits and adjust contracts.
- A consultation on these changes is due in Autumn 2025 with implementation taking place in 2027.
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