The Government has announced a change to the measures in the Employment Rights Bill, giving workers the right to claim unfair dismissal after six months instead of day one.
The Employment Rights Bill, first published in October 2024, set out over 20 employment reforms aimed at meeting the Government’s manifesto commitment to ‘make work pay’. Other day one rights proposed in the Bill on areas like sick pay and parental leave are unchanged.
Measures set to be introduced in the Employment Rights Bill include:
- Ending exploitative zero hours contracts
- Giving greater protections against unfair dismissal from six months of employment
- Day one rights for paternity, parental and bereavement leave for workers
- Changing the law to make flexible working the default for all, unless the employer can prove it’s unreasonable
- Requiring employers to take all reasonable steps to prevent third-party harassment in the workplace
- Requiring reasonable notice for shift changes
ACS chief executive James Lowman said: "We welcome the Government’s decision to change its qualifying period for unfair dismissal from day one to six months. This compromise reflects the concerns of retailers and provides a clearer, fairer framework for businesses and workers. Local shops play a vital role in creating secure, flexible jobs that support communities and the wider economy. We are committed to working constructively with Government as further consultation happens.”
Figures from the 2025 Local Shop Report show that 88% of people working in the convenience sector have been in their job for more than one year, with one in three working in the sector for more than 10 years.
The 2025 Local Shop Report also shows that 96% of colleagues are employed on a permanent contract, with 81% feeling secure in their job.
Full details of the Employment Rights Bill are available here
