Managing the impact of the Employment Rights Bill in SMEs
HR Dept
Within 100 days of coming to power in July 2024, the Labour government began enacting what has been labelled the biggest change to employment rights in a generation.
From worker status changes to additional day one rights, trade union reforms to stricter regulations, plenty is due to change. The impact will be vast, particularly affecting small and medium-sized businesses (SMEs).
The Employment Rights Bill is expected to gain Royal Assent in the autumn of 2025, with some changes to trade union rules happening immediately. The government’s timeline lays out a roadmap of changes across April 2026, October 2026 and throughout 2027.
But for businesses, the time to start planning is now. The best way to navigate the challenges the Employment Rights Bill presents is to get ahead of them.
This document delves deeper into ten major changes that will have the biggest impact on SMEs. We provide guidance on what each change could mean for you and recommendations on how you can start
futureproofing your business.
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