Earlier this week, the Employment Rights Bill returned to the House of Commons for MPs to review Lords amendments, in the stage known as parliamentary “ping-pong.”
Peers had previously introduced a series of non-government amendments that sought to weaken the Bill, removing core reforms such as the ban on exploitative zero-hours contracts and restrictions on the controversial practice of fire and rehire. If successful, these changes would also have undermined new protections around unfair dismissal.
Trade Unions Push Back Against Dilution of Workers’ Rights
In recent weeks, pressure has mounted from trade unions to resist any watering down of the Bill. Unions argued that it was vital to reverse Lords amendments introduced by Conservative and Liberal Democrat peers in order to preserve the Bill’s promise of stronger employment rights and job security.
Concerns grew after a recent cabinet reshuffle removed the three ministers who had championed the legislation – Angela Rayner, Justin Madders and Jonathan Reynolds.
During Monday’s debate, Justin Madders, formerly Minister for Employment Rights, warned that while passing the Bill is a crucial step forward, the fight to strengthen workers’ protections against unfair dismissal and exploitation is far from over.
He cautioned:
“There is so much more that needs to be done outside the Bill, particularly on finally ending the industrial-scale exploitation of bogus self-employment. With so much secondary legislation, codes of practice and detailed regulations still to come, there will be plenty of opportunities for those who oppose stronger workers’ rights to chip away at the baseline protections the Bill sets out.”
Commons Restores Core Protections
As expected, MPs voted to reject the Lords’ most contentious amendments, restoring the Bill to a version closer to Labour’s original commitment.
However, it should be noted that several government-backed changes made during the Lords’ passage remain. These include positive steps, such as expanded bereavement leave rights and limits on the misuse of non-disclosure agreements (NDAs), but also adjustments that weakened the proposed ban on fire and rehire practices.
Neil Todd of Thompsons Solicitors, speaking at the TUC fringe meeting, highlighted the risk of these changes undermining protections against unfair dismissal and insecure working conditions.
Next Steps in Parliament
The Bill now returns to the House of Lords for further review of the Commons’ rejection of their amendments. This “ping-pong” process will continue until both chambers agree on the final text.
The shopworkers’ union USDAW has urged peers to drop their opposition. General Secretary Joanne Thomas said:
“It is time for the Lords to do the right thing and stop undermining vital changes in the Employment Rights Bill that will deliver fairness and security for working people, especially those trapped on zero-hours and short-hours contracts.”
Why This Matters for Workers and Unfair Dismissal Claims
If passed in its full form, the Employment Rights Bill will represent the most significant upgrade to UK workers’ rights in decades, strengthening protection from unfair dismissal, banning exploitative contract practices, and ensuring fairer treatment at work.
For employees facing insecure work and for those worried about being dismissed without proper process, this legislation could transform workplace protections and employment law enforcement in the UK.
Source: Institute of Employment Rights