Mary Walker discusses the impact of The Employment Rights Bill in Logistics Manager
Thursday 4th September 2025
In a feature article in Logistics Manager exploring the latest trends in ethical practices for logistics and supply chain operators, Mary Walker, partner and employment law expert, examines the likely implications of the upcoming Employment Rights Bill.
The Employment Rights Bill
The Employment Rights Bill, introduced by the then-relatively new Labour government in October 2024, proposes the most significant reforms of worker rights and HR provisions to date.
Mary comments: “The Employment Rights Bill (ERB) will have a significant and far-reaching impact on employees and employers owing to the increased scope of duties, responsibilities and protections which have been laid out in the draft legislation.
“The employment law provisions being addressed range from statutory sick pay, whistleblowing protection, firing and re-hiring practices, rights for pregnant employees to enhanced measures to prevent sexual harassment in the workplace.
Employment reforms in the logistics and supply chain sector
The proposed reforms will result in an overall more positive working environment, for employers adapting to the new legislation, it has the potential to present challenges around resource planning.
Mary comments: “Although the proposed changes will apply to all employers, the updated provisions will also impact operational practices for logistics and supply chain operators as they gear up for future compliance.
“Amongst the standout examples include changes which aim to provide guaranteed hours and more stable and structured working times for employees alongside agency workers on lower hour contracts.
“For employers, this might create challenges around seasonal business patterns or where there are unpredictable spikes in activity as it leaves less flexibility to meet changing demand.
Future developments
After passing the readings, committee and report stages in the House of Commons, the Bill is currently in its third reading in the House of Lords.
As the legislative process progresses, the government has accepted some of the latest amendments, including dropping day-one unfair dismissal rights, enhanced whistleblower protections and a definition of ‘seasonal work’.
Discussing the ongoing evolution of the Bill, Mary highlights: “While the bill goes through the legislative process, there is a long road ahead before it receives Royal Assent and becomes law, with the likelihood for changes to the bill as it passes between the Commons and the Lords, most probably to be in the autumn, being high.
“For example, the Lords recently voted to remove the clause on protection against day one unfair dismissal, instead backing an amendment for a six-month qualifying period.
“As a consequence, the extent to which the ERB radically reforms employment practices as first proposed by the Government remains to be seen.”
You can read Mary’s comments in Logistics Manager here.
To access our briefing document about the Employment Rights Bill following its proposal, click here, for other legislative updates to expect throughout 2025 which will impact HR practices, click here.
To learn more about our employment and HR team, click here and find out more about our expertise in the logistics and transport sector here.
