Leaving your job: What am I entitled to from my employer?
With the introduction of the landmark Employment Rights Bill in July 2025, UK employers are being urged to begin preparations for sweeping changes that will transform workplace rights and responsibilities. While full implementation is expected by 2026, businesses must act now to review contracts, update HR policies, and plan workforce strategies to remain compliant and competitive in the evolving legal landscape.
Employment Rights Bill 2024: A Landmark Reform in UK Employment Law
The UK government’s Employment Rights Bill 2024 introduces one of the most significant overhauls in decades, aiming to modernise employment protections and promote workplace fairness.
Key Provisions that Employers need to be aware of:
- Day-One Employment Rights: Employees will gain immediate access to statutory sick pay, paternity leave, unpaid parental leave, and bereavement leave from the first day of employment. Also, from Day-One, employees will now have the right to claim unfair dismissal and also have a primary period of 6 months (increased from 3) to start a claim. If time for Early Conciliation is added on, this means a claim could be brought nearly nine months after dismissal.
- Enhanced Statutory Sick Pay (SSP): The Bill removes the lower earnings limit and the three-day waiting period for SSP, making it more accessible to all workers.
- Ban on Fire and Rehire Practices: Employers will be prohibited from dismissing and rehiring staff on worse terms unless facing serious financial difficulty and after meaningful consultation.
- Zero-Hours Contracts Reform: Workers will gain the right to request guaranteed hours if they consistently work more than their contracted hours. Employers must give fair notice for shifts and compensate late cancellations.
- Flexible Working as the Default: Employees will have the right to request flexible working from day one, with employers required to provide clear business reasons if declining.
- Strengthened Protections Against Harassment: Employers will carry a proactive duty to prevent harassment, including by third parties, with expanded protections for whistleblowers.
- Fair Work Agency: A new enforcement body will be established to oversee compliance, focusing on holiday pay, sick pay, and working conditions.
This legislation represents a fundamental shift in UK employment law. Businesses should begin aligning their internal procedures with the proposed standards and seek legal guidance to ensure readiness ahead of enforcement.
Key preparatory steps include:
- Reviewing employment contracts to accommodate new day-one rights.
- Auditing current sick pay and flexible working policies.
- Establishing protocols for shift scheduling and guaranteed hours, particularly for zero-hours workers.
- Training managers to understand expanded harassment protections and whistleblowing obligations.
- Preparing for increased oversight with the upcoming Fair Work Agency.
For tailored legal support or to schedule a compliance review, please contact Jodie Care at Meadows & Co (jodiecare@meadows-legal.com)
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