Written by Kelly Eyton-Jones

The New Day One Employment Laws

If you’ve recently spent any time on LinkedIn or browsed a professional journal, you’ll have seen plenty of talk about the UK’s upcoming Day One employment law reforms. They’re being described as one of the biggest updates to workplace rights in decades, and for good reason. These changes could reshape how people are hired, managed, and protected at work.

But what exactly is changing, and when will it all take effect? Let’s break it down.

At a glance

The proposed reforms come under the Employment Rights Bill, which is expected to start rolling out from late 2025, with some measures likely phased in through 2026 and 2027.

At its core, this legislation is designed to give workers greater security, flexibility, and fairness from their very first day in a new job, rather than after a qualifying period of service. For employers, it reinforces the importance of transparent, consistent people management, helping to foster stronger working relationships from day one.

It also signals a broader cultural change in how the UK approaches work. A change that values balance, inclusion, and trust, while recognising the realities of modern, flexible employment.

Key changes

One of the most talked about reforms is protection from unfair dismissal from day one. At present, employees need two years of continuous service before they qualify for this protection. The new rules would remove that waiting period entirely, meaning everyone will have basic protection against unfair dismissal as soon as they start a role.

There’s still some discussion happening around how this will work in practice, particularly during probationary periods. The government has suggested that employers will still be able to include probationary periods in contracts, and that these will come with a “lighter-touch” process for dismissal. More detailed guidance is expected as the Bill moves forward.

There are also big updates planned for family friendly rights. Currently, employees must have 26 weeks of continuous service before they qualify for statutory paternity leave or unpaid parental leave. Under the new law, these rights would become available from day one, making it easier for new parents to take the time they need without waiting months to qualify. At Equilibrium, we offer enhanced maternity, paternity, and adoption pay that goes beyond the statutory minimum because we believe that supporting families is simply the right thing to do. We know that welcoming a new addition can be as stressful as it is joyful, so we want to make sure our team feels supported.

Statutory Sick Pay (SSP) is set for an overhaul too. The waiting period and minimum earnings threshold will be removed, so workers can receive sick pay from the first day of illness. For us, this approach isn’t new. For a number of years, Equilibrium has offered a sick pay from day one as part of our enhanced sick pay policy, which also includes income protection for long-term sickness.

The reforms also aim to strengthen protections for people on zero hours or unpredictable contracts, ensuring they receive more consistent schedules and fairer notice of shifts.

Some change has already happened. Since 6 April 2024, employees have been able to request flexible working from day one of employment. Previously, you had to wait 26 weeks before making such a request. It’s worth remembering that this is still a right to request, not an automatic right to receive, employers can refuse on genuine business grounds. But this earlier right to ask is a big step towards normalising flexibility in the workplace.

Flexibility has been part of how we work for some time. Our hybrid framework gives our team the freedom to flex their hours or spend part of their week working from home, helping to create a healthier work life balance. We use this framework thoughtfully, ensuring hybrid working supports individual needs, team collaboration, and the needs of the business. It’s all about finding the right balance, built on trust and open communication.

Why it matters

These reforms represent more than just a legal update, they reflect how the world of work is evolving. For employees, the changes mean greater confidence, fairness, and protection from the very start of their employment. For employers, it’s a chance to modernise policies, foster a deeper level of trust, and create workplaces that attract and retain great people.

For us, these reforms reinforce what we already believe, that when people feel trusted, supported, and treated fairly, everyone grows. This includes individuals, teams, and the business as a whole.

While we’ll see the finer details unfold over the next year, one thing is clear: the future of work in the UK is moving towards a more balanced and inclusive model, one that starts from day one.