The UK’s proposed Employment Rights Bill represents one of the most significant shifts in employment law in recent decades. It introduces new rights for workers from day one of employment, strengthens protections for those on zero-hours contracts, and expands leave and flexible working entitlements. For employers in Lancaster, Morecambe and beyond, preparation now will be key to avoiding future disputes and costly tribunal claims. Take a look at our employment law page for more information.

Day-One Unfair Dismissal Rights

One of the most notable changes is the removal of the two-year qualifying period before an employee can claim unfair dismissal. Under the Bill, the right to claim will apply from the first day of employment. This means that dismissals, even during probation, must be fair, well-documented and procedurally sound. Employers will no longer be able to rely on short service as a defence, so contracts and internal procedures must be reviewed to ensure compliance.

Zero-Hours and Flexible Working

The Bill also seeks to restrict exploitative zero-hours arrangements by giving workers the right to request a guaranteed hours contract if their working pattern is consistent. Employers who regularly rely on flexible or casual staff will need to reassess their contracts and scheduling practices. Inconsistent treatment or last-minute shift cancellations could expose businesses to claims or reputational risk.

Extended Tribunal Time Limits

Tribunal claim time limits are expected to be extended in certain cases, giving employees more opportunity to pursue claims. While this may sound minor, it increases the potential for historic disputes to surface, making it essential for employers to maintain accurate records, policies and dismissal notes. Longer timeframes also mean HR decisions taken now could be scrutinised much later.

Why Preparation Matters

Many of these reforms will come into effect gradually from 2026 onwards, but waiting until then is risky. Smaller employers, particularly those without in-house HR teams, should use this lead time to update contracts, review policies, and train managers on fair dismissal procedures. By acting early, you can reduce exposure to claims and ensure your business is ready when the law changes.

For more information on how Pre-Law can support you, please contact us on 01524 907100, info@pre-law.co.uk or through our online enquiry form