📰 Workers Face Two-Year Wait | Consensus HR in Herts & Beds
📰 Workers Face Two-Year Wait for Several New Rights
Consensus HR – Your Outsourced HR & Employment Law Partner
www.consensushr.com
Recent news from BBC News has confirmed that many of the promised new employment rights under the incoming Employment Rights Bill are now facing delays of up to two years. This means employees and employers alike may need to wait until 2026 or later before key changes become law.
❗ What’s Being Delayed?
The delays affect several proposed workplace rights, including:
The right to protection from unfair dismissal from day one – this is now expected to retain the two-year qualifying period for the time being.
The ban on exploitative zero-hours contracts – delayed while the government consults further with business groups.
Greater regulation of ‘fire and rehire’ practices – also postponed until further legislative time becomes available.
Reforms to sick pay and parental leave – including day-one rights for paternity leave and sick pay reforms, have been pushed back for further review.
While some changes may still be introduced sooner, such as the formation of a Fair Work Enforcement Agency this autumn, the majority of key reforms are now unlikely before late 2026 or even 2027.
💬 Comment from Matthew Chilcott, Owner – Consensus HR
“The delay in implementing these workplace reforms highlights the complexities of legislative change—but also the risks of uncertainty. For business owners, especially SMEs, it is essential to plan ahead. Even though changes are delayed, they are still on the horizon. Reviewing internal policies and employment contracts now can avoid last-minute disruption.”
“At Consensus HR, we work with businesses to keep them compliant, informed, and ahead of the curve. Whether it’s preparing for upcoming legislation or supporting day-to-day HR needs, our retained HR services are here to help.”
📌 What Employers Should Do Now:
| Area | Suggested Action |
|---|---|
| Contracts | Review probation, dismissal, and working terms to align with expected future reforms. |
| Handbooks | Update policies to reflect potential changes—even if implementation is delayed. |
| Training | Educate line managers on anticipated rights and how to apply fair practices. |
| Engagement | Maintain transparent communication with employees about their evolving rights. |
| Tribunal preparedness | Consider the risk of claims—tribunal backlogs remain significant, so proactive HR is key. |
🧭 Need Help Staying Ahead of Legal Changes?
If you’re unsure how these delays may affect your business or want to ensure your HR practices remain legally compliant, contact us today for a free initial consultation.
📞 01438 310062
📧 [email protected]
🌐 www.consensushr.com
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Author: Matthew Chilcott
Owner, Consensus HR – HR & Employment Law Services for Hertfordshire, Bedfordshire & Beyond
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