“We are finally closing the door on the broken status quo defined by insecurity, poor pay and weak rights.”
Context
Paul Nowak, general secretary of the Trades Union Congress (TUC), made the remark on Thursday 19 December after the Employment Rights Bill cleared its final stage in Parliament and began its passage into law as the Employment Rights Act 2025.
The legislation includes a six-month qualifying period for unfair dismissal protection, new regulations for flexible working, enhanced rights for pregnant workers and carers, stronger protections against harassment, and the ability for workers to request a stable contract after 26 weeks of service. It also lays the groundwork for further reforms in zero-hours contracts and statutory sick pay.
Nowak called the legislation “the biggest upgrade in workers’ rights in a generation”, crediting the union movement with securing hard-won gains and calling for swift and comprehensive implementation through secondary legislation.
Meaning
Nowak’s line delivers a sharp verdict on the UK’s recent labour environment — portraying the current system as “broken”, and shaped by low pay, insecurity and inadequate protections. By saying “we are finally closing the door”, he frames the legislation not only as reform but as the end of an era.
This framing matters. It positions the Act not just as a policy update, but as a structural reset, a move from temporary contracts, gaps in sick pay and unequal treatment of workers in less secure roles. It also signals that unions and campaigners will be watching closely to ensure these protections are fully enforced.
Implications
Employers will need to adapt quickly. While many of the changes will be phased in through secondary legislation, organisations must now prepare for:
- New procedural demands on dismissals, especially for employees passing the six-month mark
- More robust harassment-prevention measures, including possible changes to training and reporting frameworks
- Updates to sickness absence policies, particularly where sick pay entitlements were previously limited
- Reviews of flexible work, parental leave and contract standardisation practices
The Act is likely to intensify scrutiny of how employers treat atypical and early-tenure staff. From onboarding to performance management, HR teams must now consider fairness not just as a cultural goal but as a legal necessity.
Nowak’s quote also reflects a wider shift in public discourse: a move away from flexibility-at-all-costs to a model that prizes security, progression and dignity. For employers, this may require not just policy updates but also cultural recalibration.
Ultimately, the line is a reminder that workplace norms are evolving, and that HR sits at the fulcrum of how those changes are translated into everyday working life.
