About the Employment Rights Bill
The Employment Rights Bill introduces new rights for employees across sectors, with significant reforms for adult social care, including:
- Guaranteed hours for workers previously on zero-hours contracts
- Fair Pay Agreements for adult social care, setting sector-wide pay and terms
- Stronger protections around dismissal, sick pay, and union access
Why it matters for providers
The Bill is designed to improve job security and workforce stability, which impacts rostering, contracts, and operational budgets. Providers will need to prepare for both immediate policy changes and longer-term Fair Pay Agreement implementation.
Consultations and provider input
The government has launched the following consultations and providers are encouraged to participate:
- Enhanced dismissal protections for pregnant women and new mothers. Legislation which will make it unlawful to dismiss pregnant women, mothers on maternity leave, and mothers who return to work for at least a 6-month period after they return – except in specific circumstances. Closes 15 January 2026.
- Leave for bereavement, including pregnancy loss. A new day-one right to unpaid bereavement leave for employees who experience the loss of a loved one, including pregnancy loss before 24 weeks. Closes 15 January 2026.
- Duty to inform workers of right to join a union. A new duty on employers to give a written statement to their workers, informing them of their right to join a trade union at the start of their employment and at other times. Closes 18 December 2025.
- Trade union right of access. A new framework for trade unions to access workplaces physically, and to communicate with workers in person or digitally. Closes 18 December 2025.