MPs on Monday (15 September) rejected all House of Lords amendments to the Employment Rights Bill, clearing the way for the landmark legislation – touted as the biggest upgrade of workplace protections in a generation – to move closer to becoming law.
Peers had proposed changes to provisions on shift notice periods and guaranteed hours, but the Commons voted to overturn them in full. The Bill will now progress towards Royal Assent largely unchanged from the version backed by the Labour government.
“Businesses have been consulted every step of the way and will continue to be,” business secretary Peter Kyle said.
“We are focused on building an economy with a new social partnership - workers, businesses and government fixing the foundations and that starts with security at work.”
The Association of Convenience Stores (ACS) had previously called on Kyle to take a pragmatic approach and consider Lords-backed adjustments. These would have defined ‘short notice’ for shift cancellations as under 48 hours and allowed staff the right to request, rather than automatically receive, guaranteed hours.
According to the 2025 ACS Colleague Survey, 96 per cent of staff in the convenience sector are on permanent contracts, with 72 per cent saying they have never had a shift cancelled – figures the trade body says highlight the flexibility and stability already offered by local shops.
Retail trade union Usdaw, however, welcomed the government’s firm line against the Lords’ proposals. General secretary Joanne Thomas said peers should “end their attempts to undermine the government’s efforts to deliver a new deal for workers,” adding that the Bill will tackle insecure work and strengthen rights for those on zero and short-hours contracts.
The Employment Rights Bill introduces reforms including:
- Ending exploitative zero hours contracts
- Extending day-one rights to parental and bereavement leave
- Protecting staff against unfair dismissal from day one
- Making flexible working the default unless employers can prove otherwise
- Banning “fire and rehire” practices
The government has recently unveiled its roadmap for the Bill, which will be implemented in phases, adding that it will continue to consult with employers, workers and trade unions.