What the Latest Employment Rights Bill Amendments Mean for UK Employers

The UK government has published a significant set of amendments to the Employment Rights Bill and several of these proposals are set to reshape how businesses manage employment practices, employee protections and contractual arrangements.

While some updates have been widely anticipated, others mark a notable shift in direction for workplace regulation in the UK. If you’re an employer, HR professional or business leader, it’s important to understand what these changes mean and how to start preparing now.

In this blog, we break down the five most important amendments and offer some practical insight into how employers can respond.

1. NDAs Will Be Banned in Harassment and Discrimination Cases

Perhaps the most striking amendment is the introduction of a ban on non-disclosure agreements (NDAs) – including those found in settlement agreements – when they relate to workplace harassment or discrimination.

This means employers will no longer be able to legally prevent employees from making a claim or speaking out about experiences of harassment or discrimination, even if they’ve accepted a settlement.

For businesses, this marks a clear shift toward greater transparency and accountability, particularly in how sensitive cases are handled. Employers should review current HR processes and update their settlement agreement templates to ensure they comply with the new rules.

2. Fire-and-Rehire Ban Softened – But Still Significant

The controversial practice of “fire-and-rehire” (where an employer dismisses staff and rehires them on new terms) was expected to face a firm ban. However, the government has softened its position and the latest amendment reflects a more balanced approach.

Rather than an outright ban, the revised framework still discourages the practice but leaves more room for employers to act when faced with genuine business needs.

That said, the process will likely be more regulated, with a continued focus on fair consultation and genuine attempts at agreement before dismissal is even considered. Employers should proceed with care when reviewing employment terms and seek advice if contemplating contractual changes.

3. Major Reforms to Whistleblowing Protections

The Bill also introduces sweeping changes to whistleblowing law with the goal of modernising the system and strengthening protections for those who report wrongdoing at work.

While the full legal details are still emerging, the direction is clear: employers will need to ensure that internal reporting procedures are robust, confidential, and legally compliant.

This is a good time to review whistleblowing policies, make sure they’re up to date with best practices, and ensure line managers understand their responsibilities when a concern is raised.

4. Zero-Hours Contract Rules Being Overhauled

Zero-hours contracts have long been criticised for their lack of clarity and consistency. The government now plans to rewrite the rules governing zero-hours and casual workers.

Although the finer details haven’t been finalised, this amendment is expected to bring greater structure to what is currently a grey area of employment law. Issues like predictable working hours, rights to request more stable contracts and clearer obligations for employers are likely to be addressed.

Employers using flexible staffing models should review their contractual arrangements and stay alert for more detailed guidance as it becomes available.

5. Miscarriage Leave to Be Included in Bereavement Entitlement

One widely welcomed change is the extension of statutory bereavement leave to include pregnancy loss before 24 weeks.

Previously, the right to bereavement leave only applied after the 24th week of pregnancy. This amendment recognises the emotional and physical toll of early pregnancy loss and ensures employees are given time to grieve without additional stress.

Employers should update their bereavement and family leave policies to reflect this change and ensure that line managers are aware of the updated entitlements.

What Employers Should Do Next

These amendments represent one of the most wide-ranging updates to UK employment law in recent years. While some elements are still being clarified, there’s enough detail available now to start preparing your business.

Here are a few proactive steps you can take:

• Review and update settlement agreement templates.
• Reassess internal whistleblowing and grievance procedures.
• Revisit zero-hours or flexible worker contracts.
• Communicate policy changes clearly to managers and staff.
• Seek tailored advice before making contractual changes.

Need Help Navigating the Changes?

At Altum HR, we help businesses stay compliant, confident and in control – especially when employment law evolves.

If you’re unsure how these updates will impact your business, our expert team can guide you through the necessary changes and help you implement practical, people-first solutions.

Get in touch with us today to discuss how we can support your business.