Click the links below to read more about some upcoming changes in employment law next month:
- Government u-turn on re-introducing employment tribunal fees
- Government responds to Women and Equalities Committee report on paternity and shared parental leave
- Employment Rights Bill: impact of government reshuffle
- Employment Rights Bill: House of Commons rejects non-government Lords’ amendment
Government u-turn on re-introducing employment tribunal fees
It was reported by The Guardian that the government was considering re-establishing fees for employment tribunal claims. However, in a recent u-turn, the government has unequivocally ruled out the introduction of employment tribunal fees. Speaking as both Justice Secretary and Deputy Prime Minister, David Lammy confirmed “It will remain free to bring a case to an employment tribunal, ensuring everyone, no matter their means, can stand up for their rights at work.” This decision provides clarity and reassurance for employers and employees alike, reinforcing the principle that access to workplace justice should not be determined by financial means. For HR professionals and business owners, it’s a timely reminder to maintain robust internal processes and foster a culture of fairness—knowing that employees retain free and open access to legal recourse.
Government responds to Women and Equalities Committee report on paternity and shared parental leave
In June 2025, the Women and Equalities Committee (WEC) produced a report which presented the findings from its inquiry and call for evidence on paternity and shared parental leave (SPL).
The WEC recommended several significant reforms, including:
- extending paid statutory paternity leave to six weeks
- increasing statutory paternity pay (SPP) to match statutory maternity pay (SMP) for the first six weeks
- introducing measures to boost uptake of paternity leave
- overhauling the statutory parental leave system
- addressing the lack of support for self-employed parents, kinship carers, single-parent families, and parents of multiples.
The government issued its response on last month stating that it is committed to reviewing the WEC’s recommendations as part of a broader 18-month review of the parental leave and pay system, which began in July 2025. It refused to commit to an increase in statutory paternity pay (SPP) or making it a day-one right, pointing out the administrative and financial challenges associated with this. It cited that all statutory parental pay is conditional on an earnings threshold, so if employees were to be given a ‘day one’ right, employers would have no earnings data for new hires.
Despite the above, the government acknowledges the need for improvement and the limitations for fathers due to cultural and societal barriers. Reforms are unlikely for several years, but the government will be proactively holding focus groups and roundtables with key stakeholders to better understand issues.
Employment Rights Bill: impact of government reshuffle
The Employment Rights Bill (ERB) is approaching the final stages of its passage through Parliament, with the third reading completed on the 3 September 2025 in the House of Lords. The Lord’s amendments are set to be considered by the House of Commons, which encompasses both government and non-government proposals.
A recent reshuffle of the government on 7 September 2025 has created uncertainty about the future of the ERB and has led to the resignation of Deputy PM Angela Rayner. Advocates of the bill, such as Justin Madders MP and Baroness Jones of Whitchurch, have been removed, and Jonathan Reynolds MP has been moved from Business Secretary to Chief Whip.
The new business secretary, Peter Kyle MP, has reassured unions of the government’s sustained support for the ERB. This was due to the raised union concerns over potential delays with the bill, while the Federation of Small Businesses sees a chance to address contentious elements. The implementation of the ERB is already planned to be implemented on a staggered basis until 2027, with consultations and secondary legislation needed to clarify many of its core provisions.
Employment Rights Bill: House of Commons rejects non-government Lords’ amendments
The Employment Rights Bill (ERB) is approaching the final stages of its passage through Parliament, with the third reading completed on the 3 September 2025 in the House of Lords. The Lord’s amendments are set to be considered by the House of Commons, which encompasses both government and non-government proposals.
A recent reshuffle of the government on 7 September 2025 has created uncertainty about the future of the ERB and has led to the resignation of Deputy PM Angela Rayner. Advocates of the bill, such as Justin Madders MP and Baroness Jones of Whitchurch, have been removed, and Jonathan Reynolds MP has been moved from Business Secretary to Chief Whip.
The new business secretary, Peter Kyle MP, has reassured unions of the government’s sustained support for the ERB. This was due to the raised union concerns over potential delays with the bill, while the Federation of Small Businesses sees a chance to address contentious elements. The implementation of the ERB is already planned to be implemented on a staggered basis until 2027, with consultations and secondary legislation needed to clarify many of its core provisions.
The contents of this article are intended for general information purposes only and shall not be deemed to be, or constitute legal advice. We cannot accept responsibility for any loss as a result of acts or omissions taken in respect of this article.