The Employment Rights Bill: A Quiet Revolution in Progress

pauseandempower
3 days ago
5 min read

Welcome back to the Insights corner of Pause and Empower – where I attempt to blend serious career support for midlife women with just enough ‘tude to keep you scrolling. This time, we’re diving back into the bubbling pot of employment law updates.

What to do with this new knowledge and superpower?!

I've just come back from a packed-out session hosted by the brilliant folks at Hertfordshire CIPD, where we dissected the upcoming Employment Rights Bill, courtesy of Peggy Barnard, Employer Lawyer Partner at Barnard & Webb Solicitors. Think: new rules, longer protections, and more reasons to feel slightly smug if you like reading contracts. And if you don’t? I’ve got your back, no need to panic.

Let’s reassess what’s changing and why it matters for YOU – especially if you’re a woman in midlife navigating the work maze, either as a manager or an employee.

The Big Legal Shift: What's It All About Then?

The Employment Rights Bill, which the government says might come into force in autumn 2026, is stirring up quite the storm with:

Tribunal time limits stretching from 3 to 6 months – more time to speak up if something’s gone a bit pete tong.
Unfair dismissal protection from day one – now is the time for clear and reasonable probationary reviews, because not getting it right, can now cost your organisation!
Extra pregnancy protection, family leave cover, and zero-hours contract regulation.
Flexible working rights with more muscle – employers can’t just wave you off anymore.
A duty for employers to actually prevent harassment, rather than react when it all hits the fan.
Requirements for big (250+) employers to publish menopause and gender equality action plans.

So, that's a lot’s happening. And while it may sound like a legal symphony of spreadsheets and footnotes, it’s actually very real and very relevant if you’re trying to work out your next career move.

Probation Periods: The 9-Month Baby Elephant in the Room

Let’s start with one of the more head-scratchy updates: a statutory 9-month probation period. That’s right – if you start a new job, your employer can now “trial” you for longer before all the usual unfair dismissal protections kick in. That’s three extra months of feeling like you’re constantly being judged... personally I don't see the point of extending probations. If they are conducted well, you will engage the staff member sooner than 3 months and if its disappointing for that newbie, you'll achieve their disappointment and most likely resignationn well before 9 months!

But here’s the thing: you still get protection from day one, which is progress. The probation period just changes the process.

Handy tip: Before you sign anything new, read the probation clause like it’s your ex’s new Facebook post – thoroughly, with suspicion, and possibly with backup.

Flexible Working Gets a Boost (Because It’s Not Just for Yoga Teachers)

If you’ve ever had your request for a flexible working schedule met with the enthusiasm of a deflated party balloon, good news: the new rules will make it much harder for employers to fob you off.

They’ll need to:

Properly consult with you
Provide a reasonable explanation if they say no
Consider your request from day one, not just after six months

This is HUGE if you’re managing menopause symptoms, caring responsibilities, or just trying to avoid a two-hour commute that turns you into a pumpkin by 7pm.

📚 According to the CIPD’s 2022 research, 59% of menopausal women say their symptoms negatively affect them at work. One in five consider quitting. Flexibility isn’t just “nice to have” – it’s survival.

Coaching corner: I can help you craft a flexible working request that’s impossible to ignore (unless your boss is made of actual granite).

Harassment: Zero Tolerance Is In (and About Time)

Have you ever been told to “cheer up, it might never happen” while dealing with brain fog, hot flushes, or just trying to function during perimenopause? Under the new duty to prevent harassment, your employer could be in serious trouble for letting comments like that fly.

This includes:

Menopause-related banter (aka patronising nonsense)
Anything that targets you for age, gender, or health
Failure to act on reports of inappropriate behaviour

And here’s the real kicker – if you report it, it’s now considered whistleblowing. That means you’re protected from retaliation. YES. FINALLY.

Zero-Hours Contracts: More Clarity, Less Chaos

If you’re working freelance, casual hours, or juggling gigs while exploring a new career path, you’ll want to know this:

Employers must offer guaranteed hours every 12 weeks.
They’ll need to give reasonable notice for shift changes or cancellations
“Sorry, you’re cancelled” texts the night before will be a thing of the past (we hope)

If you’re on a zero-hours contract and it’s working for you – great. But if it’s leaving you in limbo, the law’s now more in your corner.

Menopause Moves Into the Spotlight

One of my favourite parts of this seminar? Hearing that companies with 250+ staff must start publishing menopause-related action plans.

This includes:

Gender pay gap data
Menopause support strategies
Equality measures that aren't just lip service

We’ve been shouting from the rooftops for a while now, and it's good to see policy catching up. So if you’re in a bigger organisation and it feels like nothing is happening? You have the right to ask what’s being done.

What Does This Mean for You – Right Now?

You don’t have to wait until 2026 to start taking action. Here’s your empowering little checklist:

✅ Review your contract – especially your probation and notice periods ✅ Get your flexible working request ready – keep it clear, calm, and confident ✅ Speak up if something feels off – the law’s starting to back you up ✅ Use coaching to plan your move with clarity – you don’t have to navigate this alone.

One Final Thought from the Coaching Chair

Legal reform doesn’t always translate into immediate change – but it sets the tone. The message is loud and clear: women deserve better treatment, more security, and genuine support as we evolve, grow, and – yes – pause and empower ourselves in the workplace.

You’ve got the smarts. You’ve got the life experience. And now, you’ve got the law slowly catching up. Let’s use that to your advantage.

#PauseAndEmpower #MidlifeCareers #MenopauseMatters #EmploymentRights #FlexibleWorking #HRUpdate #CareerChangeSupport #WorkingThroughMenopause