House of Lords Amendments to Employment Rights Bill Rejected by MPs

Published : September 24, 2025

The new Employment Rights Bill is said to deliver on the Labour Party’s promise to “make work pay.” However, following the government’s recent dismissal of the House of Lords’ amendments to it, parliamentary debate has intensified over the balance between protecting workers’ rights and maintaining flexibility for employers.

In our latest article, we examine exactly what amendments were proposed and why MPs rejected them. We also discuss opinions for and against the government’s decision, the expected changes in employment law and what this means for employers and workers. 

If you believe your workers’ rights have been exploited, contact Redmans Solicitors without delay. Our team of employment specialists are here to help. Following a brief discussion, we can review your circumstances, address your questions, and assess your eligibility to make a claim.

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MPs Reject House of Lords’ Amendments

On 15 September 2025, MPs deliberated on amendments to the new Employment Rights Bill, tabled by the House of Lords. Following six hours of debates and votes, all but the most technical or government-backed proposals were rejected.

What Were the Amendments?

The House of Lords’ amendments comprised various changes which would have reshaped some of the Bill’s most high-profile provisions. These included:

  • Replacing the proposed day-one right to unfair dismissal protection with a qualifying period of six months
  • Substituting the right to be offered guaranteed hours for zero-hours, low-hours, or agency workers, with only a right to request
  • Defining “short notice,” in which workers would be entitled to compensation for last-minute cancellations, as less than 48 hours
  • Extending the right to be accompanied at a grievance or disciplinary hearing to include a “certified professional companion”
  • Widening the scope of whistleblowing laws, including placing a duty on large employers to investigate disclosures
  • Easing trade union requirements, including relaxing rules on industrial action ballots and political fund contributions

Political Responses

In making its decision, the government believed that the House of Lords’ amendments would dilute the new Employment Rights Bill, undermining its central objective. Secretary of State for Business and Trade Peter Kyle stated that the Bill is both “pro-worker and pro-business.” He then quoted Winston Churchill, saying, “workers need protection because, without it, the good employer is undercut by the bad, and the bad employer is undercut by the worst.”

Read More: No More Right to Switch Off? UK Government Plans to Scrap Policy Amidst Amendments

Despite this, not all were in agreement. Shadow Business Secretary Andrew Griffith branded the Bill “the wrong Bill at the wrong moment,” warning that it could reduce employment and economic growth. He added starkly, “In time, they will come to realise that this is a moment they walked themselves to the end of a plank with an anchor tied around their feet.”

The New Employment Rights Bill: A Wider View

The Employment Rights Bill represents a significant update on employment law and was introduced on 10 October 2024, shortly after the Labour Party took office. Before the election, Labour’s manifesto committed to delivering a “New Deal for Working People.” The intention was to reform legislation for employment and improve workers’ rights.

Following the formation of the new government, the Employment Rights Bill was drafted to deliver on these commitments. Some of the major reforms introduced by the Bill include:

  • A day-one right to unfair dismissal protection and parental leave, removing service length requirements
  • An entitlement to sick pay from the first day of absence, rather than the fourth
  • A right to guaranteed hours, banning current exploitative zero-hour contracts
  • An end to “fire and rehire” practices, unless in very specific circumstances
  • Increased pregnancy and maternity rights to prevent unfair dismissal

Notably, while the changes in employment law were introduced through the Bill in autumn 2024, the updates are yet to take effect. To ensure businesses have time to prepare and implement relevant policies and procedures, the government has taken a staggered approach to its rollout. Some of the key changes are currently expected to take effect as follows:

  • Autumn 2025, when it’s expected that the requirement concerning minimum service levels for strikes will be abolished, and dismissal protection for industrial action will be enhanced
  • April 2026, when day one rights concerning parental leave and sick pay are expected to be introduced, in addition to the establishment of the “Fair Work Agency”
  • October 2026, when “fire and rehire” practices are expected to be banned, and new obligations for employers concerning harassment be introduced
  • 2027, when day one rights to unfair dismissal protection, enhanced pregnancy and maternity rights and entitlements to guaranteed hours are expected to come into force

Employment Law Change: What’s Next?

With MPs rejecting the House of Lords’ amendments, the Bill now returns to the Upper House for reconsideration. A “ping-pong” process is now likely, with the House of Lords looking to push back with further amendments, while the government seeks to ensure workers’ rights aren’t weakened.

Read More: Can I Take Annual Leave During Notice Period?

From an employer’s perspective, this can be somewhat confusing. Employers face significant challenges in adhering to the updates to legislation for employment, and the uncertainty surrounding what will ultimately pass only makes this more difficult.

However, for employees, the main takeaway is that major changes are on the horizon. They may not be in force yet, and are subject to change, but they are on the way. While current laws still apply until the Bill receives Royal Assent and is rolled out, day one rights against unfair dismissal, guaranteed hours, and stronger sick pay entitlements are coming.

Employment Rights Breached? Get Help With Redmans

If you believe your employment rights have been breached, whether before or after the update on employment law, please contact us. At Redmans Solicitors, we have years of specialist experience helping individuals overcome employment challenges. Following a brief consultation, we can assess your circumstances, answer your queries and provide expert advice.

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The information on this page is intended for general informational purposes only and does not constitute legal advice.