The employment landscape in the UK is likely undergoing one of the most significant changes we have seen in recent years. The businesses must be prepared to quickly adapt to new legal responsibilities that will fundamentally change the employer and workforce relationship, with the most significant change being the introduction of day one employment rights in the UK. As of January 2025, around 16 % of workers in Great Britain worked from home exclusively, and more than 4.2 million people worked flex‑time hours
The Employment Rights Bill 2025 is now in effect. For HR professionals, business owners, and employment managers, knowing these rights is essential, and not only from a compliance view but to enhance and create a more attractive workplace culture.
This article by PixelsHR highlights the key changes and practical tips on what employers need to be aware of and how to prepare.
What Are Day-One Employment Rights in the UK?
Traditionally, in the UK, many employment protections required employees to complete a qualifying period, often some sort of six-month or two-year period, before there are entitled to certain benefits or protections. For example, the right to claim unfair dismissal usually requires two years of service. However, the new model coming into action in 2025 does not have the waiting periods that regulated several key rights from day one.’
In short, day one employment rights UK mean that workers are protected with their rights and empowered from the first moment that they begin work. Thus, providing more levels of security for employees and increased responsibility for employers.
Key amendments under the 2025 Employment Rights Bill
The Employment Rights Bill 2025 introduces some landmark amendments, including:
- Flexible working at day one – Immediate request to work flexibly when starting a job.
- Protection from unfair dismissal at day one – Workers will not need two years’ service to claim unfair dismissal.
- Strengthened parental leave rights – New parents will have more leave entitlements without a qualifying period.
- Right to predictable working patterns UK 2025 – the aim is to enhance stability for those in precarious roles, including those on zero-hours contracts.
- Zero hours contract reforms UK – Employees will be able to request predictable shifts or working hours, to mitigate variability in scheduling.
In a recent HR survey, 72.1 % of businesses support the day‑one right to claim unfair dismissal, while 68 % believe the Bill will negatively affect their business.
Collectively, these changes are designed to reflect modern working practices, increase job security, and support a healthier work-life balance. But they also mean employers must adjust policies, contracts, and HR processes to avoid legal risk.
Flexible Working Requests from Day One
One of the most significant changes is the new right to flexible working day one UK. Under the preceding legislation, employees had to be in service for 26 weeks before they could make a flexible working request. This has been removed.
A staggering 87% of full‑time workers either already work flexibly or wish they could, and among those not currently employed, 93% want a job that includes flexibility.
What does this mean for employers?
Employees can now request to change their working arrangements from day one, including:
- Remote or hybrid working.
- Compressed hours (i.e., four long days instead of five shorter days).
- Changing start and finish times.
- Part-time work or job sharing.
Employers must legally consider flexible working requests fairly and also must respond within a reasonable period, normally three months. Employers can only refuse flexible working based on a limited number of legally justified reasons – for example, the impact of the change on performance, quality, and the business.
Why is this change significant?
For employers, the immediate impact is twofold:
- Policy and process updates – HR teams must update contracts and employee handbooks to reflect the new entitlement. Clear internal procedures for handling requests must be established.
- Cultural shift – Flexible working is no longer a “perk”; it is a right. Businesses that embrace flexibility will be better positioned to attract and retain talent, while those that resist risk will suffer reputational damage.
The evidence is clear: flexibility fosters retention and productivity. Flexible working can reduce staff turnover by up to 87%.
Day-One Protection Against Unfair Dismissal
Another significant change is the day one unfair dismissal UK. Until this point, staff generally had to have two years’ service before they could claim unfair dismissal. The 2025 reforms remove any length of service requirement for employees. It means any employee (from their first day) can question a dismissal that will appear unreasonable to them.
What Is Unfair Dismissal?
Dismissals are regarded as unfair unless they fall within the definition of fairness or reasonableness under the law. Some examples are:
- Dismissal for no reason (e.g. conduct, performance, redundancy).
- Not following reasonable procedures (for disciplinary or dismissal).
- Discriminatory dismissals based on gender, race, age, or disability.
- Dismissing someone because they have exercised a legal right (such as requesting flexible work).
What Will Be The Implications For Employers?
This reform brings more focus on processes that are clear and fair approaches to dealing with employees. As an employer, you cannot rely on the “two-year rule” as a period of buffer. You should consider the following to reduce risk:
- Review contracts and policies – Make sure that all documentation is in line with the new legal environment.
- Impose fair procedures – Disciplinary and grievance procedures must be applied when dealing with all employees from day one.
- Train your managers – Frontline managers need to have proper attitudes to ensure making mistakes that could lead to tribunal applications are not made.
- Retain records – For employers, the ability to demonstrate a decision about an employee is more important than ever in terms of evidencing a defence against a claim.
For HR teams, this represents an absolute change in attitude (as compliance with dismissal processes must be done from the start).
Predictable Working Patterns and Zero-Hours Contract Reforms
Another highlight of the Employment Rights Bill 2025 is the commitment to greater stability in working hours.
- Predictable working patterns UK 2025 – Workers will have the right to request more stable hours if their contract leaves them with unpredictable schedules. This is particularly significant in sectors such as hospitality, retail, and logistics.
- Zero hours contract reforms UK – Employers using zero-hours contracts must now offer greater certainty and prevent exploitative scheduling practices. Workers can challenge consistently unpredictable work patterns and request contracts that reflect their actual working hours.
For employers, these reforms require a rethink of scheduling and workforce planning. Transparent shift allocation, better forecasting, and fairer rostering will be key to avoiding disputes.
How Employers Should Prepare for UK Employment Law Changes in 2025
The UK employment law changes 2025 will mainly require employers to act proactively rather than reactively. A lack of planning and preparation may lead to expensive tribunal claims, reputational damage, and dissatisfaction with the employee experience. Consider the following options to ensure preparation.
1. Review and Refresh Your Policies.
All employee handbooks, contracts, and HR policies must be reviewed and refreshed to reflect the Worker Protections 2025 UK requirements. The processes to follow flexible working requests, deaf employees’ grievances, and employee dismissals will all have to be clearly defined by the supervisor/manager or the appropriate level of authority in the organisation.
2. Train HR and Management Teams
Most front-line managers still make the crucial early decisions that end up creating disputes. Training should cover the following:
- What a fair process looks like
- What a fair process is when handling flexible working requests
- What a fair process is around disciplinary and dismissals
- What it looks like when discrimination risks exist
3. Improve Recruitment and Onboarding Processes
Rights to flexible working apply from Day 1, therefore, onboarding processes must communicate all entitlements and ensure consistent applications of those entitlements. By being clear about entitlements from day one, you build trust, and the chances of misunderstandings reduce.
4. Review and Build Compliance Monitoring Systems
Conducting regular audits and legal reviews is key to ensuring your organisation is truly compliant. HR software, such as PixelsHR, can be very effective by managing policies, tracking requests, and securely storing documents.
5. Foster a culture of transparency and fairness
Legal compliance is essential, but cultural alignment is equally important. Employers who go beyond the minimum legal standard—by promoting fairness, inclusion, and flexibility—will strengthen their employer brand and reduce turnover.
Together, these reforms represent not just legal changes but a cultural reset in how UK workplaces approach fairness, flexibility, and employee security.
Conclusion
The introduction of day one employment rights UK under the Employment Rights Bill marks a major shift in workplace law. For HR and business leaders, the path forward is clear: update your policies, educate your teams, and embrace the cultural shift. In turn, you’ll not only meet legal requirements but strengthen your employer brand and retain a happier, more loyal workforce.
