Join the Employment Rights Bill Webinar in partnership with the NTIA
A new Employment Rights Bill is on the way, bringing some of the most significant changes to workplace law the industry has seen in years. For busy venues, details matter – getting it wrong could leave you exposed.
NDML’s partners Sentient, the HR and Health and safety outsourcing service, will be delivering an indepth webinar on employment rights and the duties of business owners. In partnership with the NTIA, the webinar will be freely available to any and all who wish to join. The webinar will take place Thursday 26th February 2026, at 2pm until 3pm, delivered on Teams.
This session is designed specifically for nightlife and hospitality venues, focusing on what operators must have be aware of to remain compliant and ensure they act within the law. The webinar will review the new responsibilities and duties of business owners, which areas of the bill are relevant to nightlife, and where to acquire updated templates and documentation.
The Employment Rights Bill’s impact upon Nightlife Business Owners
There are a number of specific changes in responsibility that business owners should be aware of and constantly be reviewing. These include:
Information taken from our Employment Rights Bill Whitepaper
Zero hour contracts will see a swathe of changes to help improve the security and predictability of job for workers. The government effectively wants to end zero hour contracts which they see as exploitative and inflexible. This change is predicted to be enforced in 2027, so employer have time to restructure and adjust their worker’s contacts.
Obligations around dismissal and compensation has come under significant scrutiny. Security at work should not be a luxury for a privileged few, but should be a right for all workers. Yet business should be aware the amendment also makes dismissals easier, especially during the early months of employment. The change includes the two year qualifying period being abolished, and employees will be eligible to claim for unfair dismissal from the first day of work.
3. Third Party Harassment Liability
A large change which employers must understand involves the raised standards for preventing third party liability. Employers have a duty to take reasonable steps to best prevent against the harassment of employees. The bill also includes mention of protected characteristics; meaning not only sexual harassment, but racial, cultural, religious and disability would need to be catered against.
4. Protection against redundancy for pregnant women
included improved protections for new mothers and pregnant women against redundancy dismissals. These protections apply for the full pregnancy period, including time spent on Maternity Leave and a return-to-work period post-pregnancy. A dismissal during this period because of a pregnancy is automatically unfair, and these women should be prioritised over other employees at risk of redundancy.
One important change employers need to grasp is the alteration to Statutory Sick Pay (SSP). Day one employees and lower earners will see improved support. The amendments will also introduce a rebate scheme for the reimbursement of SSP costs for some companies.
6. Flexible Working Arrangement
Reasonable and fair requests concerning flexible working arrangements should be accepted by employers from now on. By introducing a more well-defined legal framework for flexible working, the intention is that this form of employment becomes more popular and is more likely.
7. Fire and Rehire Legislation Changes
By amending the law on unfair dismissal, fire and rehire practices will be restricted. A key change is that businesses must evidence why they are dismissing an employee, and therefore prove financial difficulties were a factor if they want to rehire employees on different terms.
8. Collective Redundancy Employer Obligations
The change will enforce the right to a redundancy consultation. The bill will improve transparentness between employers and employees; mandating clear communication between the two parties.
9. Bereavement and Parental Leave Rights
Employers will need to understand the specific changes to employee rights in relation to bereavement, paternity leave and unpaid parental leave. By removing restrictions on when employees have earned the right to take leave, flexibility and wellbeing should improve.