What is the Employment Rights Bill?
The Employment Rights Bill is a proposed new law to advance workers’ rights. It was introduced in parliament by the Labour government on 10 October 2024, as part of promises the party made before the general election in July – what it calls its “Plan to Make Work Pay”. The bill aims to enhance employment protections and transform workplace environments.
What does the Employment Rights Bill say?
There are 28 proposed changes to employment law in the bill. What we know so far in terms of how these changes might impact your day-to-day working life includes:
As we find out more, we’ll update this article, so save it somewhere so you can check back for updates.
What bigger picture things does the RCN welcome in this bill?
We’ve been campaigning hard against anti-trade union laws which make it more difficult for unions to take strike action and limit workers’ freedom to strike. We’ve also been calling for an end to social care worker exploitation with unscrupulous employers held to account for breaches of employment law. The bill delivers on this by:
How is the RCN influencing the bill?
The RCN has been actively meeting with MPs, government officials and other key stakeholders to influence this important legislation. Our goal is to make it as strong as possible while advocating for the greatest expansion of our members’ rights. We’re also pursuing a range of amendments to ensure these changes benefit nursing staff. We are confident that these efforts will make a real difference, supporting the interests of the profession and improving the working lives of our members. Three key areas of focus are outlined below.
Has the RCN been able to effect change in the bill so far?
Yes, we’re pleased to say we're making progress. The RCN would like to see statutory parental bereavement leave and pay made available to people who have experienced pregnancy loss before 24 weeks, and have been calling for this publicly. We’ve been working with various officials and organisations on bereavement rights for pregnancy loss.
The chair of the Women and Equalities Select Committee, Sarah Owen MP, has now tabled an amendment to the Employment Rights Bill on this issue.
The work isn’t done, as the government still needs to decide whether or not to accept this amendment, or pledge to implement the policy through another means, but the RCN will continue to push for this important change to be made.
Currently statutory bereavement leave is available to people whose children die under the age of 18, or are stillborn after 24 weeks of pregnancy. These parents get 2 weeks of paid leave.
Some of these terms are confusing. “Sectoral collective bargaining”, “enshrined”. What do they mean?
There’s a lot of confusing terminology.
Sectoral collective bargaining is when trade unions and employers negotiate agreements that cover all workers in a specific sector, for example, everyone working in adult social care. This sets minimum standards in terms of pay, terms and conditions, which is crucial in stamping out exploitation and individual employer bad practice.
When something is “enshrined in law” it means it’s a legal requirement. In this case, it means a future government in 5 or 10 years couldn’t easily decide to undo these improvements to workers’ rights.
We’ve called for sectoral collective bargaining to be enshrined in law, and this is now a step closer to reality.
There will most likely be lots of confusing terms throughout this process, but the RCN is here to help you make sense of everything.
Is the bill a good thing for the nursing workforce?
Yes. These changes could make a huge difference for nursing staff. But the bill has a long way to go before it becomes law, which is why the RCN wants to secure the very best deal for our members. Nursing has its own priorities and deserves to have a voice as the government makes these changes.
Does this affect all of the UK?
The Employment Rights Bill affects workers in England, Scotland and Wales. Northern Ireland has its own, separate employment laws, and a separate process to improve these is ongoing. The RCN in Northern Ireland has been playing a full role in this.
How long will it take for things to change?
It’s expected that most of the changes in the bill won’t come into effect until autumn 2026, though a lot of things can affect the timescale of the process, so it’s important to say we don’t know for sure. The bill, like any other, will be outlined and then debated by politicians in the House of Commons and the House of Lords. The government has also promised to consult widely. It must go through several stages and must be approved with both houses agreeing on the details before it can become an act (a law).
The good thing about the extended timeframe is that it gives the RCN more time to push for the changes that will help nursing professionals.
What has RCN General Secretary and Chief Executive Professor Nicola Ranger said in response?
“This bill marks a historic moment for our female-dominated profession, paving the way for the biggest advance in workers’ rights in a generation. A fair agreement in social care, enshrined in law, and a new body to root out care worker exploitation are measures the RCN has long been calling for. Raising pay, rights and employment standards in the sector is now a step closer to reality.
“The repeal of anti-trade union laws is long overdue and nursing staff will no longer be silenced when standing up for their patients. Our profession was the only one to reject the NHS pay award and these reforms will give nursing staff greater power to organise, demand fair pay and improve working conditions.
“Improving workers’ rights won’t only benefit nursing staff, but the services they work in too. Flexible working, better maternity protections and sick pay from day one aren’t just important rights, but vital recruitment and retention tools, too.
“The biggest mistake the government could now make is standing still. These proposals are good, but they can be great. Nursing as a 90% female profession has been held back for so long, and whilst this bill with its broad aims will help, there needs to be a more fundamental shift in how nursing is valued by those in power.
