Lakshmi sh 
The UK Employment Rights bill was formally proposed on 10 October 2024 and its third reading took place on 11 & 12 March 2025, after which it progressed to the House of Lords. These reforms encompass a range of concessions like sick pay, protection from unfair dismissal and parental leave, regulating fire and rehire practices, the right to request flexible working from the day they join the company. All these reforms are welcomed by the trade unions, but business groups aren’t satisfied with this and they have expressed their concern to bring some changes in it. For which they have written an open letter for the government.
“The biggest upgrade to workers’ rights in a generation, and our measures already have strong support amongst business and the public. We’ve consulted extensively with business on our proposals. We will engage in the implementation of legislation to ensure it works for employers and workers alike” said a spokesperson from the government about the bill.
These reforms were considered to be a modernization of the country’s labour framework whereas the business groups flagged challenges in implementation. Their concerns highlight the cost of compliance, disruptions in operational efficiency, and restructuring the workforce. Business associations are now seeking dialogue with policymakers to ensure reforms for both worker-friendly and business-viable.
