The Government has begun four new consultation exercises on key legal updates contained in the Employment Rights Bill. Despite the Bill still not having received Royal Assent, the Government appear to be keen to push on with defining the shape of the new employment rights provided for in it.
This set of consultations cover the forthcoming rights surrounding:
- the duty to inform workers of their right to join a trade union
- leave for bereavement, including pregnancy loss
- enhanced dismissal protections for pregnant women and new mothers
- trade union right of access.
How does pregnancy discrimination work?
These are amongst the first of a total of 13 consultation exercises connected to rights within the Employment Rights Bill that are scheduled to take place between now and the early months of 2026. Both consultations on trade union issues close on 18 December 2025, while those on bereavement leave and enhanced protection during pregnancy/new motherhood close on 15 January 2026.
The Bill is expected to receive Royal Assent in mid-late November 2025.
On the consultations, Employment Rights Minister, Kate Dearden, said: “No family should ever be denied the time and space to grieve — and no mother should face penalties at work for choosing to have children.
“I know brilliant businesses and unions across the country will welcome the chance to give their views on these reforms — those who know that happy, well-paid and loyal staff are at the heart of building successful companies, driving growth that benefits all.”
Business Secretary, Peter Kyle, said: “What we’re launching today are vital steps to ensure everyone gets that dignity at work and feels the benefits of economic growth, delivering on our Plan for Change.
“We’re committed to working in full partnership with businesses and unions to get the detail right on these reforms, because strong employment rights and a growing economy go hand in hand.”
Which are the first laws to change when the Employment Rights Bill is introduced?
