The proposed Employment Rights Bill (ERB), currently progressing through Parliament, is expected to deliver one of the most significant updates to UK employment law in decades. Many measures are anticipated to take effect from 2026, with other provisions following in phased stages through secondary legislation. Employers operating UK payroll, particularly those managing internationally mobile employees or variable-hours workforces, should now begin preparing for the operational and financial impact.
"Legislative change should always be more than just a compliance exercise - it's a chance for HR and leadership teams to challenge outdated practices and strengthen how we work. The Employment Rights Bill demands that we lead with both principle and pragmatism, ensuring fairness and flexibility but without losing sight of operational realities. For HR leaders, this is about turning regulation into an opportunity to build resilience and a culture that reflects the realities of modern work." Claire Tocher, People & Culture Director
The Employment Rights Bill represents a fundamental shift in the UK employment landscape. For employers operating complex payrolls or global mobility programmes, the changes will have wide-ranging implications for systems, compliance, cost management and workforce planning. Early preparation will help employers manage the transition efficiently, maintain compliance and ensure operational stability as the reforms take effect.