The Employment Rights Bill introduces significant delays in employment protections, with measures like banning exploitative zero hours contracts and providing unfair dismissal protections not implemented until 2027. New provisions, including whistleblowing protections and paternity leave, will start in April. The government also plans to amend sick pay and trade union regulations and open consultations on contentious issues. The overall timeline indicates a staggered approach to employment reform, causing concerns among business groups about potential disruption.
The Employment Rights Bill will delay key employment protections, including banning exploitative zero hours contracts and fair dismissal rights, for another two years, until 2027.
New whistleblowing protections, paternity leave, and changes to sick pay will take effect from April, while contentious measures for flexible working will be consulted on further.
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