Employment Rights Bill: What Employers Need to Know as Key Amendments proposed

At Cubed Talent, we understand how critical it is for our clients to stay ahead of changes in employment law. The Employment Rights Bill continues to make headlines as it moves through Parliament.

Here’s the latest on where the Bill stands:-

Major Amendments Passed in the House of Lords

Over 200 amendments were tabled during the Committee Stage in the House of Lords, underlining the complexity and broad impact of this legislation. In the first Report Stage sitting, 48 amendments were reviewed, and three non-government proposals were passed following votes—marking a notable divergence from the original Bill backed by the Commons.

✅ Right to Request Guaranteed Hours

The Bill originally included a requirement for employers to offer guaranteed hours after a qualifying period. However, this obligation was amended with a formal right for workers to request guaranteed hours instead.

Why this matters:
This proposed amendment would mean employers are no longer expected to proactively offer set hours. Instead, they would respond to employee requests—likely within a defined response timeframe and subject to eligibility. While this may ease some admin, it could also introduce new obligations to fairly and consistently handle such requests.

✅ Clear Definition for Short-Notice Shift Cancellations

A new definition of “short notice” was proposed: any cancellation or change made less than 48 hours before a scheduled shift. This would be the trigger for mandatory compensation.

Why this matters:
If you operate in sectors with variable rotas or flexible staffing, this amendment if passed could have financial implications and may require adjustments to internal scheduling practices.

Where Things Stand Now – August Update

Parliament held its final pre-recess Report Stage sitting on 23 July, and the Bill has not yet completed all remaining stages in the Lords. With Parliament now in summer recess until early September, the legislative process is temporarily paused.

When Parliament returns, the remaining Report Stage sittings and Third Reading in the Lords must be completed. The Bill will then be sent back to the House of Commons, where the three Lords-passed amendments are likely to face renewed scrutiny. Given the government’s previous stance rejecting non-government amendments, further debate and possible revisions are expected.

Royal Assent Timeline Likely to Slip

The government had originally hoped to secure Royal Assent in early autumn, but with delays and disagreements emerging, that timeline is now looking increasingly optimistic. Late autumn or early winter 2025 is a more realistic expectation.

What Employers Should Do Now

While the Bill is not yet law and there is still a long way to go, preparation is key—especially for organisations with casual, shift-based, or zero-hour workers.

Now is the time to:

• Review your current workforce arrangements

• Model the potential effects the proposed reforms could have on cost and headcount planning.

• Stay informed and monitor progress when Parliament resumes in September

How Cubed Talent Can Help

We’re already supporting our clients to prepare for the likely changes coming down the track and looking at how we can assist in building flexibility into their workforce models.

Get in touch to book a consultation or learn more about how we can help your business stay ahead of employment law changes.