Employment Rights Bill: how housing and social care can free up time to focus on compliance

The housing and social care sector is subject to numerous regulations, including those related to National Minimum Wage (NMW), auto-enrolment and health & safety, to name a few. 

However, more changes are on the way with the introduction of the Employment Rights Bill.

The Employment Rights Bill marks Labour’s biggest step forward in enacting one of their key election promises, aiming to revolutionise employee rights. 

The changes will require significant time from businesses, prompting many to start preparing now to avoid issues further down the line. 

What is the Employment Rights Bill changing?

Key changes detailed in the Employment Rights Bill include:  

• Day-one rights
• Ending zero-hour contracts
• Tackling fire and rehire
• Making flexible working the norm
• Strengthening sick pay
• Minimum wage increases

More content: further details about these changes can be found in this recent blog.

The roadmap for the Employment Rights Bill was recently announced, with planned deadlines set.

According to the roadmap, the measures will be implemented in four stages:

• Stage one (expected autumn 2025): repeal of some previous trade union laws and new protections for industrial action
• Stage two (expected April 2026): day one paternity leave, Statutory Sick Pay (SSP) changes, a new Fair Work Agency and simplified trade union recognition
• Stage three (expected October 2026): new rules on fire and rehire and further union-related changes
• Stage four (expected 2027): complex changes, including zero-hours contracts reform and day-one protection from unfair dismissal

Read more: tips to help resolve burnout in HR professionals

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How to streamline HR so you can focus on compliance

The time required to manage all the various workplace legislation, including the new Employment Rights Bill, is huge. 

As such, to avoid the admin piling up, housing and social care providers need efficient HR processes. 

We advise you to consider the following time-saving measures:  

Employee self-service: modern HR software often features a handy cloud-based mobile app, which includes employee self-service, providing workers the ability to update their personal information, view payslips, request time off, manage benefits and more.

System integration:  with HR software integration, you eliminate the need for duplication and manual intervention as the changes in your HR software are automatically reflected in other crucial systems, such as payroll, finance, recruitment (ATS) and your learning management system (LMS).  

Process standardisation: standardising your workflows can help reduce inefficiencies and errors - create clear, documented procedures for tasks such as onboarding, performance evaluations and benefits administration.

Workforce management: around-the-clock caring demands and a reliance on locum or agency workers can make scheduling and shift management a real struggle. However, modern rota software can help you simplify shift planning, cutting down on administrative work and reducing mistakes, all while providing accurate records that don’t need constant double-checking. 

Third-party service: HR consulting services can make a significant difference as they’re designed to provide tailored support, helping you stay compliant with regulations while offering advice on best practices for managing employees.

Stay ahead of change

Housing and social care organisations face enough challenges without the added pressure of workplace compliance.

However, the right tools can streamline your people management, enabling you to adapt to new legislation.

The top three HR challenges impacting housing and social care organisations

Compliance isn’t the only challenge impacting those in housing and social care!

Our recent guide covers the top three HR challenges impacting organisations, offering tangible advice and tips.

Download the FREE guide here and discover practical solutions and insights to help you tackle these HR challenges head-on.