Employers will be legally required to protect workers from sexual harassment, including from customers and clients, under a sweeping new employment rights bill introduced by the government.
As part of a series of measures unveiled on Thursday, the bill fulfils Labour’s pledge to enhance workplace protections within 100 days of taking office. This landmark legislation promises to give millions of workers new rights, including the ability to sue employers for unfair dismissal from day one of employment and protection from third-party harassment.
The bill, anticipated to take up to two years for full implementation following consultations, mandates that employers take “reasonable steps” to prevent harassment from external parties such as customers. This could involve establishing clear reporting channels, creating fresh complaints procedures, conducting risk assessments, and ensuring effective communication of workplace expectations to clients and customers.
The employment rights bill also introduces toughened protections against maternity and pregnancy discrimination and obliges employers to implement menopause action plans to support affected workers.
In addition, the legislation bans most zero-hours contracts, makes flexible working the default, and prohibits controversial fire-and-rehire practices—though critics argue that certain loopholes could allow employers to downgrade terms and conditions under “exceptional circumstances.”
Whistleblower complaints
A new enforcement body, the Fair Work Agency, will be established to oversee inspections, handle whistleblower complaints, and issue fines. The bill also plans to roll back several anti-trade-union laws introduced by previous Conservative governments.
While some of the changes are expected to be in place by 2026, reforms to unfair dismissal are projected to take effect no earlier than autumn of that year. Despite concerns from some business groups, the Trades Union Congress (TUC) has praised the bill as a “seismic shift” for worker rights.
Deputy Prime Minister Angela Rayner and Business Secretary Jonathan Reynolds reassured business leaders that the legislation strikes the right balance between protecting workers and supporting businesses. They stressed that flexibility would be key to the success of these reforms, noting that statutory guidance would help companies navigate flexible working arrangements.
“This is a huge reform package,” Rayner stated. “We’ve worked with businesses big and small across the country, and many have welcomed the measures we’ve proposed.”
The bill’s introduction has drawn a mixed response from business organisations, with the Federation of Small Businesses expressing concerns over potential job losses, while the Confederation of British Industry credited the government for its engagement with the business community.
The government is expected to begin consultations on the bill in 2025.
Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.
Recent Comments on Stories