Divyanshu G 
(C): X
The UK Employment Rights Bill, now the Employment Rights Act 2025, passed into law in December 2025 with phased implementation starting April 2026, but critics decry weakened worker protections after government dilutions saved businesses billions per impact assessments. Other major gains are day-one sick pay rights on the first day of illness, paternity leave with no service qualification and doubled redundancy award of up to 180 days, but zero-hours reforms remain in holdover until late 2026 and unfair dismissal capping. The original radical platform of labour was met with lobbying by businesses to reduce labour expansions on collective bargaining and harassment, leading to union resentment over the eroded fire-and-rehire ban. Gradual implementation supports the adaptation of employers but exposes the gig workers to the effects of cost-of-living pressures.
Phased Implementation Timeline
Sick pay becomes universally available and parental leave is now accessible on day one, but full zero-hours do not come until 2027.
Diluted Protections Critique
The threshold of unfair dismissal service reduces to six months as early as 2027 but the compensation capped, much to the frustration of advocates.
Employer Business Relief
The revisions reduced compliance expenses by 80 percent, increased the number of protective awards and reduced the barriers to union recognition. https://x.com/UKLabour (Labour Party handle on rights bill passage)
