Employment Rights Act to Be Abolished if Elected, Claims Reform UK Spokesperson

The future of workers’ rights in the UK has once again become a political flashpoint following comments from Reform UK. The party has suggested that key employment protections introduced by Labour could be scrapped if it were to be elected. This proposal centres on the Employment Rights Act 2025, a significant piece of legislation designed to strengthen employment rights across the UK labour market. A spokesperson for Reform UK recently suggested that the party would seek to repeal the legislation if elected. It described it as part of a wider programme of deregulation to support business growth.

The announcement has prompted strong reactions from trade unions, political opponents and employment law commentators. Supporters of the legislation argue that the reforms are essential to addressing insecure working practices. Meanwhile, critics claim that additional regulatory burdens may negatively affect employers.

With many provisions of the legislation still being phased in, the debate highlights the potential for further change in the UK’s employment law framework. Read on as we examine Reform UK’s proposals in more detail. We outline the current legislation being phased in and what the recent proposals could mean.

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Reform UK’s Proposal

Reform UK has indicated that, if it were elected, it would introduce a so-called “Great Repeal Act.” This would roll back several reforms enacted by the current government. Among the measures reportedly targeted is the Employment Rights Act 2025.

According to spokesperson comments, the repeal proposal is part of a broader strategy to reduce regulatory pressure on businesses. Reform UK has argued that recent legislative changes risk placing additional administrative and financial burdens on employers, particularly small and medium-sized enterprises.

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The party has framed its approach as an effort to stimulate economic growth and encourage job creation by reducing regulation. In addition to employment legislation, the proposed repeal has been linked to other policy areas, including housing and rental regulation.

However, critics argue that removing recently introduced employment protections could significantly weaken workers’ rights. In doing so, it could increase the risk of insecure or unfair working practices.

Understanding the Employment Rights Act 2025

The Employment Rights Act 2025 represents one of the most substantial reforms to UK employment law in recent decades. The legislation received Royal Assent in December 2025 and is expected to be implemented gradually over several years.

The Act was introduced as part of wider reforms to strengthen protections for workers and address concerns about precarious employment. Among its most notable provisions are several changes designed to improve job security and workplace protections. Key elements of the legislation include:

1. Expanded protection against unfair dismissal
   One of the most widely discussed reforms concerns the qualifying period for bringing unfair dismissal claims. Under existing legislation, employees must generally complete two years of continuous service before being able to bring such a claim. The new legislation reduces this period to six months, thereby extending protection to a larger proportion of the workforce.
2. New protections for zero-hours and variable-hours workers
   The Act also introduces measures intended to address concerns surrounding insecure work. Employers may be required to offer contracts reflecting the hours workers regularly perform. This would provide greater certainty and stability for individuals working under variable-hour arrangements.
3. Restrictions on “fire and rehire” practices
   The legislation seeks to curb the use of so-called “fire and rehire” strategies, whereby employers dismiss staff and subsequently offer re-engagement under less favourable contractual terms. The reforms aim to ensure that such practices can only be used in limited circumstances and with appropriate safeguards.
4. Expanded workplace protections
   Additional provisions aim to strengthen access to a range of workplace rights, including sick pay, parental leave and flexible working arrangements. The objective is to ensure that a wider section of the workforce benefits from fundamental employment protections.

Supporters of the legislation have described these reforms as a significant step forward in modernising employment law and addressing evolving labour market challenges.

Political and Public Backlash

The suggestion that the Employment Rights Act could be repealed has generated strong criticism from trade unions and other groups. Many organisations argue that the reforms were introduced in response to longstanding concerns about insecure employment practices. Among others, these included the growth of zero-hours contracts and the use of dismissal-and-reengagement tactics.

Read More: Record High Zero-Hours Workers Despite Pending Crackdown

Trade union representatives have warned that repealing the legislation could remove important safeguards designed to protect workers from unfair treatment. Critics also argue that such a move would disproportionately affect individuals working in sectors where precarious employment arrangements are common.

Political opponents have similarly criticised the proposal, suggesting that rolling back recently introduced employment protections could undermine job security and weaken workers’ rights.

At the same time, supporters of deregulation argue that the issue is more complex. Some commentators suggest that the cumulative effect of employment legislation may impose significant compliance costs on businesses, particularly during periods of economic uncertainty.

The Government’s Legislative Agenda

The Employment Rights Act 2025 forms part of a broader legislative agenda aimed at reforming employment practices in the UK.

The government has sought to position the reforms as a response to changes in the modern labour market, including the rise of gig economy work and increasing concerns about insecure employment.

In developing the legislation, policymakers have attempted to balance the interests of employees and employers. For example, proposals initially considered during the legislative process included introducing unfair dismissal protection from the first day of employment.

Following consultation and parliamentary debate, these proposals were modified to introduce a six-month qualifying period from 1 January 2027. This compromise was intended to provide enhanced protection for workers while addressing concerns raised by businesses about hiring flexibility.

Similarly, certain provisions of the legislation are being introduced gradually to allow employers time to adapt to the new regulatory framework.

Concerns Raised by Employers

While worker advocacy groups have largely welcomed the reforms, some business organisations have expressed reservations about the potential impact of the legislation. Employers have argued that expanding employment protections may increase the complexity of managing workforce issues, particularly in relation to hiring decisions and contract management.

Smaller businesses, in particular, have suggested that additional legal obligations could create administrative challenges and increase the risk of employment tribunal claims. Concerns have also been raised about the potential impact of restrictions on dismissal-and-reengagement practices. While critics of the practice argue that it can be used to impose unfair contractual changes, employers sometimes view it as a last resort when attempting to restructure struggling businesses.

These competing perspectives illustrate the ongoing challenge faced by policymakers in designing employment legislation that protects workers while maintaining a flexible labour market.

What Repeal Could Mean in Practice

If Reform UK were to proceed with its proposed repeal of the Employment Rights Act 2025, the practical consequences would depend largely on the scope of the repeal and the specific provisions targeted.

In principle, repealing the legislation could remove or reverse several recently introduced protections. For example, the qualifying period for unfair dismissal claims could revert to the existing two-year requirement, and proposed protections relating to zero-hours contracts might be withdrawn.

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However, it is important to note that many of the core foundations of UK employment law are contained in earlier legislation, most notably the Employment Rights Act 1996. Even in the event of repeal, these longstanding statutory protections would likely remain in force. The repeal would therefore affect newer reforms rather than the entire employment law framework.

Nevertheless, removing the 2025 legislation could still have a significant impact on the balance of rights between employers and employees.

The Employment Rights Act: Looking Ahead

At present, the proposed repeal remains a political statement rather than a confirmed legislative change. The legislation has already received Royal Assent, and many of its provisions are expected to come into force over the coming years. As implementation continues, its practical impact on both workers and employers will become clearer.

Future governments may choose to amend, expand or repeal aspects of the legislation depending on political priorities and economic conditions.

Employment law in the UK has historically evolved through a series of incremental reforms, with successive governments adjusting the legal framework in response to changing labour market conditions. The current debate surrounding the Employment Rights Act 2025 is therefore part of a broader ongoing discussion about how best to balance worker protections with economic flexibility.

Our Final Thoughts on the Employment Rights Act Statement

The suggestion by Reform UK that it would scrap the Employment Rights Act 2025 if elected has reignited debate about the direction of UK employment law. Supporters of the legislation argue that it represents a necessary modernisation of workplace protections, addressing issues such as insecure work and unfair contractual practices. Critics, however, contend that the reforms risk imposing additional regulatory burdens on businesses.

With many of the Act’s provisions still being implemented, the long-term impact of the reforms remains uncertain.

What is clear is that employment law will continue to be shaped by political and economic developments. As discussions about workers’ rights and labour market regulation evolve, both employers and employees will need to remain alert to potential changes in the legal landscape.

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