Today, the Employment Rights Bill reaches its final House of Lords stage and is on the brink of becoming law. The UK Government calls it the “biggest upgrade to rights at work for a generation,” with the potential to transform workplaces across the country. But whether it delivers real change will depend on what happens next. 

Improving rights 

The Bill was first published in October last year, and we set out what was needed to ensure economic, social and cultural rights formed part of the reforms. 

The UK Government has now released a roadmap, outlining a staggered implementation timeline stretching to 2027, including consultations and secondary legislation needed to bring the Bill’s provisions to life. 

Key improvements include: 

• Statutory sick pay from day one, removing the lower earnings limit so all workers, including lower earners, have access to this protection. 

• Strengthened equality protections, including protections against harassment, extending employer liability for third-party harassment. 

• Provisions to create a Fair Work Agency and extend tribunal timelines. 

Much, however, will depend on the details of secondary legislation and consultations. There is a risk of ‘fact gaps’ between political messaging and the reality on the ground. For example, it is far from clear that earlier promises that the Bill will ban exploitative zero-hours contracts, or that there will be a day-one protection against unfair dismissal will be fully realised in practice. ‘Fire and rehire’ practices may be restricted but not ended. 

A human rights perspective 

The UN Committee on Economic, Social and Cultural Rights (CESCR) has highlighted a host of human rights concerns affecting UK workers. High levels of precarious and insecure work – including the use of zero-hours contracts and temporary employment – undermine workers’ rights. The Committee also raised concerns about workplace discrimination, harassment, and enforcement of labour laws. 

The Employment Rights Bill has the potential to tackle some of these issues. But much of the real impact will be determined by how rights are defined and implemented through secondary legislation. Only then will it become clearer if the UK is moving meaningfully away from insecure work towards fair, just, and stable conditions at work. 

There are positive steps in sight: day-one sick pay and stronger harassment protections are important. But a gap remains between promised rights and practical impact – a gap CESCR has urged the UK to close. 

What we will do next 

We will continue to monitor the process closely, pushing for rights-based implementation and scrutinising unintended consequences. 

Our priorities moving forward include: 

• Evaluating legislative and consultation outcomes against CESCR’s human rights benchmarks. 

• Pressing for strong, enforceable protections for workers disproportionately affected by insecure employment. 

• Supporting civil society and worker voices in shaping policy. 

Whether the Bill will be a game-changer remains to be seen.  

Rights at work do not exist in isolation: secure, fair employment underpins many other economic, social, and cultural rights – from housing and health to an adequate standard of living.  

The true test will be turning the rights promised in the Bill into reality, ensuring all workers enjoy dignity, security, and fairness – not just some, but all.