Employment Rights Bill

The UK government is progressing with significant updates to employment legislation through the Employment Rights Bill, a reform set to redefine and strengthen workers’ rights across all sectors. For employers in the care industry, understanding these changes isn’t just a legal necessity, it’s a critical step toward safeguarding your organisation and supporting your workforce.

In this blog, we break down what’s changing, who it affects, and what care business leaders should be doing now to prepare.

Why the Bill Matters to Care Providers

Care sector employers already operate in a complex regulatory environment. With staff shortages, rising demand, and intense scrutiny from both the CQC and local authorities, staying compliant with employment law can feel like just another pressure. But the proposed changes in the Employment Rights Bill will likely have direct and practical implications for recruitment, retention, and employee management.

Key Changes Employers Should Be Aware Of

Here are some of the most important updates under the proposed legislation:

1. Enhanced Day-One Rights

Employees will be entitled to certain protections from the very start of employment – including the right to request predictable working patterns and more robust protections around working hours. This is particularly relevant for care workers employed on zero-hours or variable contracts.

2. Reforms to Flexible Working

The Bill is expected to simplify the process for requesting flexible working, with employees able to make requests from day one of employment (rather than after 26 weeks, as is currently the case). For care businesses, this may require a rethink in how rotas and shifts are structured.

3. Changes to Redundancy Protection

Pregnant employees and new parents returning to work may receive extended protection from redundancy. Employers will need to review internal processes to ensure any decisions made around workforce restructuring are legally sound and non-discriminatory.

4. Fairer Contract Terms

There will be greater emphasis on employers providing clear, transparent contract terms from the outset. This includes clarity on pay, hours, duties, and workplace policies, something that could impact how new staff are onboarded and how contracts are structured across different roles.

5. Stronger Enforcement and Penalties

To improve compliance, the Bill will introduce stronger enforcement mechanisms, including increased penalties for breaches of workers’ rights. Employers who fall short could face financial and reputational damage.

What Should Employers Do Now?

If you're a business owner, senior manager, or HR lead in the care sector, now is the time to take action:

• Review employment contracts to ensure they reflect up-to-date terms and conditions.
• Assess your flexible working and redundancy policies to ensure they align with expected changes.
• Train your managers and team leaders on the updated legal framework and employee rights.
• Strengthen your documentation around working patterns, hours, and job descriptions.
• Stay informed as further details of the Bill emerge over the coming months.

Final Thoughts

While the Employment Rights Bill is still making its way through Parliament, its intent is clear: to modernise the UK's employment framework and give workers stronger protections and more predictable working lives.

For care providers, the key to managing these changes lies in being proactive. By updating your processes now, you’ll not only remain compliant but also strengthen your position as a responsible, supportive employer – something that will serve you well in a competitive recruitment landscape.

At Quality Care Group, we’re here to support care providers with risk, recruitment, and retention solutions, all underpinned by a clear understanding of the changing regulatory landscape. If you have any questions around this, please do not hesitate to reach out, on 01273 424904 today.