Skip links
refer a friend
timesheets
refer a friend
timesheets
Professional diverse healthcare workers discussing Employment Rights Bill 2025 in modern UK office setting with occupational health documents and safety equipment on conference table

The Employment Rights Bill 2025: What It Means for Occupational Health Employers and Recruitment

Published on: Published in: Uncategorised

The Employment Rights Bill 2025: What It Means for Occupational Health Employers and Recruitment

The Employment Rights Bill 2025 represents one of the most significant updates to UK employment law in decades. It introduces stronger rights for workers and aims to create a fairer, more balanced relationship between employees and employers. Consequently, the new framework will affect how occupational health providers manage recruitment, compliance, and wellbeing across their workforces.

As specialists in occupational health recruitment with more than 20 years of experience, OH Talent Solutions recognises the importance of preparing early for legislative change. This guide outlines how the Bill will influence your organisation and offers practical steps to stay ahead.

What Is the Employment Rights Bill 2025?

Introduced in late 2024, the Employment Rights Bill proposes 28 major reforms designed to strengthen worker protections. The reforms aim to provide greater job security, fair pay, and improved workplace conditions. In essence, the Bill seeks to modernise how employment relationships are managed throughout the UK.

Key provisions include:

  • Ending exploitative zero-hours contracts

  • Banning fire-and-rehire practices

  • Granting employees day-one rights

  • Strengthening collective bargaining agreements

  • Enhancing protections for agency workers

Impact on Occupational Health Services

1. Increased Demand for OH Professionals

Because the Bill prioritises employee wellbeing and compliance, demand for occupational health specialists is expected to rise. Employers will increasingly rely on OH expertise to interpret new regulations, update wellbeing policies, and support fair working practices. Moreover, many organisations will seek advice on managing disputes and ensuring safe working environments.

2. Zero-Hours Contract Reforms

Under the new rules, zero-hours staff must receive guaranteed hours based on their average working patterns. Therefore, OH providers using flexible staffing models will need to review their contractual arrangements. This shift could lead to more permanent positions, stronger workforce forecasting, and potentially higher employment costs. In addition, consistent scheduling will be vital to maintain compliance.

3. Enhanced Agency Worker Protections

The Bill also strengthens rights for agency workers. As a result, recruitment firms must ensure fair pay and equal treatment. Likewise, OH providers engaging temporary staff will need to review their supplier agreements. Failure to align policies with the new standards could lead to financial and reputational risks.

Implications for OH Recruitment

Day-One Employment Rights

Employees will gain important protections from their first day of work, including unfair-dismissal coverage, statutory sick pay, and expanded family leave. Consequently, employers may need to adapt onboarding strategies to reflect these new responsibilities.

Opportunities:

  • Greater demand for permanent OH professionals

  • Stronger focus on cultural fit during hiring

  • Increased reliance on specialist recruitment partners

Challenges:

  • Employers may take longer to finalise offers

  • Extended probationary periods might become more common

  • Pre-employment screening could grow more detailed

Preparing Your Organisation

  • Review employment contracts for all staff, including bank and part-time workers.

  • Update HR policies to ensure compliance with new regulations.

  • Deliver management training focused on fair treatment and communication.

  • Strengthen workforce planning and budgeting to handle long-term demand.


Specialist recruiters have a vital role to play in helping employers adapt. For example, agencies that understand both clinical and legal aspects of occupational health can provide valuable insight. OH Talent Solutions has already refined its screening processes, improved compliance checks, and begun advising clients on contract design and cultural alignment.

Timeline and Implementation

According to recent government updates, the Bill is expected to pass during 2025, with phased implementation continuing into 2026. Some measures will take effect immediately after Royal Assent, while others will be rolled out over several months. Therefore, employers should monitor official announcements closely and plan policy updates in advance.

The IOSH Perspective

The Institution of Occupational Safety and Health (IOSH) has welcomed the reforms, highlighting that stable working patterns can improve safety and wellbeing. Furthermore, the organisation believes that greater job security will encourage professional growth and higher standards of practice within the sector.

Business Impact

Reactions from employers are mixed. Some organisations worry that compliance costs will rise, yet others see the changes as an opportunity to build stronger teams. Ultimately, fairer contracts and predictable hours can improve morale, reduce turnover, and enhance productivity.

How OH Talent Solutions Can Help

As the UK’s leading occupational health recruitment consultancy, OH Talent Solutions helps employers navigate complex legislative changes with confidence. Our network of more than 50,000 qualified professionals ensures we can match the right candidates to each role quickly and compliantly.

For Employers:

  • Recruit with full confidence under the new framework

  • Access experienced, pre-screened OH professionals

  • Receive expert advice on compliance and workforce planning

For Candidates:

  • Discover roles with progressive, compliant employers

  • Understand your rights under the Employment Rights Bill

  • Secure a long-term, stable career in occupational health

Looking Ahead

The Employment Rights Bill 2025 marks a pivotal moment for UK employment law. While the transition may seem challenging, it also brings opportunities for improvement and innovation. By preparing early, employers can strengthen engagement, reduce risk, and enhance reputation.

At OH Talent Solutions, we remain committed to supporting both employers and candidates through this evolving landscape. To discuss how the Bill may affect your organisation, contact our team at 02393 871 484 or info@ohtalentsolutions.co.uk.

You may also like