The Employment Rights Bill – what schools need to know
The Employment Rights Bill represents one of the most significant and wide-ranging reforms to UK employment law in recent decades, with major implications for the education sector. The new framework will affect every aspect of employment within schools and multi-academy trusts, from recruitment and probation management to restructuring and long-term workforce planning.
Legislative timetable and implementation
The House of Lords is due to review the latest version of the Bill on 28 October 2025, with Royal Assent expected in November. Following Royal Assent, some measures will take immediate effect, while others, such as the introduction of day-one unfair dismissal rights and reforms to collective consultation processes, will require secondary legislation and further consultation before coming into force.
These consultations, anticipated in autumn 2025, are expected to cover areas including:
- Unfair dismissal rights
- Trade union matters
- The Government’s proposed reforms to “fire and rehire” practices
Guaranteed hours regime
A key reform within the Bill is the introduction of a guaranteed hours regime, which will have a particular impact on schools and trusts that rely on bank or supply staff. Schools and trusts should now begin reviewing how such arrangements are structured, contracted, and budgeted to ensure compliance once the new regime takes effect.
Day-one unfair dismissal rights
The extension of unfair dismissal protection from the first day of employment will require schools and trusts to place renewed focus on probationary periods, ensuring that induction, supervision, training, and documentation processes are clear, consistent, and compliant from the outset.
Strong record-keeping and proactive performance management will play a crucial role in mitigating risk under the new employment framework. Effective record-keeping and performance management will be crucial to managing risk under the new framework.
Redundancy and restructuring procedures
The Bill also includes proposed revisions to collective consultation rules. Schools and trusts should review redundancy and restructuring procedures now to ensure they align with the anticipated legal requirements. For multi-academy trusts, consistency across academies will be key to maintaining fairness and compliance.
Political context and next steps
Although the recent removal of Angela Rayner from Government has prompted speculation about potential delays, there is currently no indication that the legislative timetable will change. Schools and trusts should therefore plan on the assumption that the key reforms will proceed as scheduled.
Preparing for change
Early preparation will be critical. Trustees, governors, and senior leaders should begin to assess the financial, operational, and workforce implications of the reforms. Reviewing existing employment policies and processes now will help ensure compliance, reduce risk, and maintain effective workforce management once the new legal framework is introduced.
For further advice or support on how the Employment Rights Bill may affect your school or trust, please contact Thomas Emmett