Why getting the Employment Rights Bill Right for both Workers and Businesses Matters

By Niki Turner-Harding, Senior Vice President & Country Head, Adecco UK & Ireland

The Employment Rights Bill presents an opportunity to strengthen protections for workers. It also carries risks that must be addressed to safeguard jobs, investment, and operational viability across sectors. If we don’t strike the right balance, the practical implications for agencies, businesses and temporary workers are significant and could heavily undermine any positive outcome.
Throughout my time working in the recruitment industry, I’ve seen first-hand how industries respond to profound change – from political upheaval and regulatory shifts to economic shocks, pandemics and wars, these challenges frequently compound each other. Their impact goes beyond headlines or debate panels; they touch livelihoods and leave a lasting mark on communities and businesses alike.

Recruitment has always stood at the meeting point between those stories and the demands of business. Its task is simple but vital: to connect people to work. More than a million people in the UK do their jobs through recruitment agencies. Some choose flexibility. Others take it as a step toward something permanent. Behind every placement is the quiet, often unseen work of agencies, that match people to opportunity.

The Employment Rights Bill aims to make work fairer and more secure, and this is a welcome step. By reducing the qualifying period for unfair dismissal from two years to six months, the government has strengthened protections for workers while avoiding the potential disruption of day-one rights. This approach balances worker security with employer certainty, giving businesses the clarity needed to plan and invest confidently. It also signals a government that listens, engaging with employers during the policymaking process to find practical solutions that protect workers without undermining growth. The result is a framework that supports jobs, investment, and economic stability.

There is broad agreement that the Bill is moving in the right direction. But the details matter. And as discussions continue, there remain areas where the balance is not yet right and important questions remain unresolved – areas where we need policymakers to stay actively involved in shaping the legislation.

Guaranteed hours should match how sectors operate. Seasonal and flexible industries like agriculture, retail, hospitality, manufacturing, and events need targeted exemptions. Employment businesses should manage hours across our clients – the hirers.

We have called for a minimum six-month reference period, as this more accurately reflects typical work patterns than 12 weeks and aligns more closely with international economies. While pushing for alignment across the system may be ambitious, it remains the most effective way to ensure clarity and fairness for both workers and employers. Clear thresholds should define the minimum weekly hours that trigger obligations.

Advance notice for shifts also requires clear practical rules. In care, retail, and logistics for example, demand changes daily. A fixed notice period for shifts and to cancel shifts could create new problems. Workers should receive notice as soon as shifts are confirmed. That keeps flexibility without removing protection.

In line with the Government’s plans to Keep Britain Working, Statutory Sick Pay should protect workers without inviting duplicate claims. A short waiting period or tailored process for agency workers would balance both sides.

The UK’s flexible labour market is a key strength. Recruitment drives growth, cuts unemployment, and offers choice. The sector contributes £44.4 billion to the economy, more than the legal services industry. In this context, policy should safeguard flexibility while improving worker stability. The Recruitment and Employment Confederation’s Voice of the Worker campaign shows temporary work is often a positive choice, with 79 percent citing flexibility and over two-thirds reporting better work–life balance. These benefits should be recognised and supported.

The recruitment industry stands at the centre of change. It connects talent to opportunity and helps businesses stay productive through uncertainty.

With clear rules and smart regulation, it will help build a fair, adaptable, and future-ready labour market for everyone.