Written by Roger Clements, CGO. Originally posted on The Global Recruiter and The HR Director.

As the government publishes amendments to the Employment Rights Bill it is clear that we are entering a new era for workforce regulation. These changes, including the extension of the zero-hours contract ban to agency workers, tighter ‘fire and rehire’ restrictions, and protections for umbrella company employees, will reshape how businesses operate across multiple sectors. While these amendments seek to provide workers with greater stability, they also introduce new complexities that employers must navigate.

One of the most significant amendments is the inclusion of agency workers in the ban on zero-hours contracts. The government aims to prevent agency work from becoming a loophole that undermines worker security. Employers must offer agency workers, like their directly employed counterparts, contracts that reflect their regular working hours. They must also give reasonable notice of shifts and compensate workers if those shifts are cancelled at the last minute.

Read the full article on The Global Recruiter and The HR Director.

The amendments to the Employment Rights Bill reinforce the government’s commitment to greater worker protections. Employers must now shift their approach from relying on ultra-flexible labour models to fostering a more stable and predictable workforce. This doesn’t mean flexibility disappears – it means employers need to be more strategic in how they achieve it.

By acting now, employers can stay ahead of more regulatory changes, maintain operational agility and build stronger, more sustainable employment models.

Written by Roger Clements, CGO. Originally posted on The Global Recruiter and The HR Director.