Employment rights bill signals change for UK contractors

By Jesse Sanchez. 

What roofing employers should know as new employment rules advance toward implementation across the industry in the U.K. 

National Federation of Roofing Contractors (NFRC) is preparing roofing and cladding contractors for significant employment law changes as the Labour Government’s Employment Rights Bill nears final approval. The legislation received Royal Assent and became law before Christmas 2025. While many measures will require further regulation, the bill signals a material shift for employers already facing rising costs. Adding to the strain are the expected National Insurance increases and scheduled minimum wage and apprenticeship wage hikes set to begin in April 2026. The bill applies across England, Scotland and Wales, with employment law remaining devolved in Northern Ireland. 

One of the most impactful shifts comes with the shortened unfair dismissal qualifying period, which drops from two years to just six months. For employers, that means less runway to evaluate new hires before legal exposure begins. In practical terms, probation periods, regular check-ins and clear documentation move from best practice to business necessity. For contractors relying on project-based or seasonal labour, the change reshapes how hiring risk is assessed from day one. 

Rules surrounding zero-hours arrangements are also tightening. Workers will gain the right to request guaranteed hours based on a 12-week reference period, while employers take on new responsibilities around shift notices and potential compensation when work is canceled. At the same time, flexible working becomes the default expectation from the first day of employment, putting the onus on employers to clearly justify when a request cannot reasonably be accommodated. 

Changes to Statutory Sick Pay further expand employer obligations, extending eligibility from the first day of illness and increasing cost exposure. Restrictions on fire and rehire practices narrow the options available when adjusting terms and conditions, while expanded duties around sexual harassment prevention raise the bar for accountability. In construction, where work often intersects with clients, subcontractors and the public, the risk profile is higher, making proactive training, reporting pathways and site-specific assessments more critical than ever. 

NFRC continues to track how these measures move from legislation into day-to-day enforcement, keeping members informed as guidance and timelines take shape. Contractors who engage early and plan ahead will be better positioned to navigate the changes with confidence, protect their businesses and maintain stable workforce planning as expectations evolve. 

Learn more about NFRC guidance supporting contractors through upcoming employment law changes nationwide and compliance!