Our last update was titled, 'Will the House of Lords' amendments become law?' - the quick answer is no. The House of Commons has made it clear (albeit in a seemingly empty chamber with not much MP engagement), with little explanation, that it has rejected the majority of the House of Lords' amendments, which made material changes and expects their Lordships to agree the finalised Bill so it can be submitted for Royal Assent. In the spirit of the title of this blog, I have outlined the headlines below - I don't intend to add any more conversation/commentary/conjecture until Royal Assent and/or consultations are imminent! 

Headlines 

• The duty remains with the employers to make a guaranteed hours offer to zero-hour workers (and those working a certain number of guaranteed hours).
• Unreasonable notice for cancelled/curtailed shifts will not be 48 hours or less, but will be defined in regulations.
• Unfair dismissal to be a day one right - subject to the statutory probationary period provisions.
• There will be no provision whereby employers must take reasonable steps to investigate whistleblowing complaints.
• The requirement for a 50% turnout threshold for strike action ballots will be removed.
• The amended wording regarding restricted variations in fire and rehire scenarios will remain.

Join us on 21 October for our annual Employment Law Update 2025 - an opportunity to understand more about changes in the last 12 months and practical steps to prepare for the future.