Employment Rights – Solidarity Trade Union

Reform UK signals plans to roll back key employment rights and worker protection

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A speaker gesturing passionately at a podium, promoting electoral reform, with a large banner in the background that reads 'Vote Reform'.

Solidarity is a non‑party‑political trade union. We are not affiliated to any political party and we don’t maintain a political fund. Our responsibility is to keep members informed when political proposals—by any party—could affect your rights, your security, or your working conditions.

Overview

Recent public statements from Reform UK’s leadership outline a programme of sweeping deregulation. These proposals include repealing new employment rights, removing protections for renters, and reversing measures designed to strengthen job security.

Union leaders across sectors have raised concerns that these plans would significantly weaken workers’ rights and shift power further towards employers.

What Reform UK says it intends to remove

Based on their own statements, Reform UK is proposing to:

Scrap new employment‑rights rules
Remove new protections for renters
Repeal regulations designed to improve job security
Roll back environmental and industrial regulations they describe as “daft” or burdensome

Their argument is that these rules “kill jobs” and “hinder growth,” and that removing them would reduce inflation and lower bills.

Rights and protections at risk

Union leaders have warned that the following rights could be lost if these proposals were implemented:

1. Ban on fire‑and‑rehire practices

New laws preventing employers from dismissing staff and rehiring them on worse terms could be scrapped.

2. Protections against exploitative zero‑hour contracts

Rules designed to curb the most abusive forms of insecure work may be removed.

3. Stronger unfair‑dismissal protections

Recent improvements that extend protection from unfair dismissal could be rolled back.

4. Parental leave and sick‑pay rights

Opposition parties and unions warn that hard‑won rights in these areas may be weakened or removed.

5. Local government pension security

Reform UK has said it would block new entrants to local government pension schemes and consolidate them into a sovereign wealth fund—raising concerns about long‑term retirement security.

6. Housing protections for renters

Rolling back new rental protections would affect millions of working people who rely on secure, safe housing.

Why this matters for members

If enacted, these proposals could affect:

Your job security
Your protection from unfair dismissal
Your rights around sick pay and parental leave
Your ability to avoid exploitative contracts
Your pension prospects
Your housing stability

These are not abstract issues—they shape the daily lives of working people.

Solidarity’s position

Solidarity does not support or oppose political parties.
Our duty is to:

Inform members about political proposals that may affect their rights
Defend and advance workplace protections
Ensure members understand the implications of changes being proposed

We will continue to monitor developments and provide clear, factual updates.

By Maria Camara

Top Employers Named for Underpaying Staff in 2025

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The Department for Business and Trade’s October 2025 roundup names almost 500 employers fined for underpaying staff, with household names including Centrica, EG Group and Holland & Barrett appearing on the list; unions say the scale underlines the need for stronger enforcement and worker representation.

The DBT’s publication lists 491 employers fined for failing to pay the national minimum wage, with fines totalling around £10.2 million and roughly £6 million repaid to workers; about 42,000 workers were reimbursed as part of the enforcement round.

Household names and the figures behind them

EG Group (Euro Garages) tops the list by numbers affected, having underpaid 3,317 workers by approximately £824,000 during an earlier payroll period, a figure the company says has been rectified.
Centrica, owner of British Gas, was disclosed as having underpaid 1,583 workers by around £167,814.69.
Holland & Barrett is recorded as having underpaid 2,551 workers by about £153,079; the retailer has described the issue as historical and says arrears were settled in earlier years.
Other large groups named include Genting Casinos, which appeared in local reporting with arrears totalling in the hundreds of thousands.

Pat Harrington of Solidarity union said: “This year’s list is a reminder that underpayment is not confined to the smallest employers; major firms with professional payroll teams still fail their staff. Naming them is necessary, but it must be paired with rigorous follow-up and accessible routes for workers to secure redress. Firms that underpay should be required to publish corrective action plans and face stronger sanctions if systemic failures are found.”

Ministers say the naming scheme protects compliant businesses and gives workers clarity on where enforcement has succeeded; campaigners argue the public list should be accompanied by a requirement for named employers to publish detailed remediation steps and timelines to rebuild trust. The government also signals expanded enforcement powers under the new Fair Work Agency planned as part of the wider employment reforms.

The DBT’s publication provides the full register of employers and the sums involved; workers who suspect they have been underpaid are advised to check the government guidance on next steps.

Full government list and press release: https://www.gov.uk/government/news/6-million-repaid-to-workers-as-government-cracks-down-on-employers-underpaying-their-staff.

By Maria Camara

What the Employment Rights Bill Means for Workers Today

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Labour have delivered on some key promises to workers and the unions

The recent approval of the Employment Rights Bill marks a significant step forward in strengthening workers’ protections across the UK. The bill introduces key measures to enhance job security, workplace fairness, and employee well-being. However, while it offers notable improvements, certain provisions have been diluted or omitted, raising concerns from the Solidarity trade union, which welcomes progress but remains critical of areas where protections have been watered down or delayed.

Key Provisions of the Employment Rights Bill

Guaranteed Hours for Zero-Hours Workers
The bill ensures that agency workers must be offered contracts reflecting their average hours over a 12-week reference period. This closes loopholes that previously allowed employers to exploit zero-hours contracts by switching workers to agency status.
Day-One Protection from Unfair Dismissal
Employees will now have the right to protection from unfair dismissal from their first day of employment, ending the two-year waiting period that has left many workers vulnerable. This is a crucial win for workers who were previously afraid to challenge poor conditions for fear of immediate dismissal.
Immediate Sick Pay Eligibility
All workers will be entitled to statutory sick pay (SSP) from the first day of absence, addressing a long-standing issue where low-paid workers were left without financial support when unwell.
Enhanced Trade Union Access
Trade unions will now have the right to access workplaces—both physically and digitally—to support and organise workers. Stronger protections are also in place to prevent employers from using unfair tactics to block union recognition efforts.
Establishment of a Fair Work Agency
A new state Fair Work Agency will bring together existing enforcement bodies to improve oversight and crack down on labour law violations, aiming for fairer conditions across industries.

Critical Perspectives and Areas of Concern

While the bill introduces several progressive measures, Solidarity trade union highlights areas where loopholes, delays, and missing protections remain:

Sick Pay Levels Are Still Too Low
The government has set minimum sick pay at 80% of normal wages or SSP, whichever is lower. While this is better than the previously suggested 60%, it still means many workers will receive less than their usual income while off sick. A full review of sick pay rates is urgently needed.
Loopholes in Guaranteed Hours Contracts
The bill allows for collective agreements to modify guaranteed hours arrangements, which could lead to exploitation by employers. Without clear protections, there is a risk that workers will still face insecure scheduling and last-minute shift cancellations.
Employment Status Reforms Are Missing
The bill fails to clarify employment status definitions, leaving many gig economy and self-employed workers vulnerable to misclassification and denial of key protections. A clear, universal definition of ‘worker’ is needed to prevent abuse.
Restrictive Trade Union Laws Remain
Some positive changes have been made to industrial action laws, such as:
- Strike notice periods reduced from 14 to 10 days
- Strike mandates now lasting 12 months instead of six
However, the bill still enforces a three-year waiting period before a union can reapply for recognition—a gift to union-busting employers. Reducing this delay would strengthen workers’ ability to organise.
Delayed Implementation of Electronic Balloting
The bill promises electronic balloting for industrial action but delays its implementation. This means unions must still rely on costly and bureaucratic postal ballots for the time being.

Conclusion

The Employment Rights Bill represents a long-overdue shift towards better protections for UK workers. Solidarity trade union welcomes these changes but calls for further action to strengthen sick pay, close loopholes in employment protections, and remove barriers to union organising.

Progress is being made—but workers cannot afford to stop fighting for the rights they deserve.

By Maria Camara

Poll Shows Overwhelming Public Support for Workers’ Rights Reforms

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A new poll conducted by the TUC and Hope Not Hate has revealed overwhelming public backing for key measures to strengthen workers’ rights across all constituencies.

Despite opposition from Conservative and Reform politicians, the survey of over 21,000 people shows that the British public—across all major political affiliations—strongly supports reforms aimed at improving job security and pay conditions.

Public Backs Key Workplace Reforms

The poll indicates strong cross-party support for policies in the Employment Rights Bill:

Banning zero-hours contracts: 72% of UK voters support a ban, including 65% of those who would vote Conservative and 67% of potential Reform voters. Only 15% oppose the policy.
Statutory sick pay from day one: 74% of voters back this measure, with 65% of Conservative-leaning and 66% of Reform-leaning voters in agreement. Just 14% are opposed.
Protection from unfair dismissal from day one: 73% of voters support immediate protection, including 65% of likely Conservative and 64% of likely Reform voters. Opposition stands at only 14%.
Greater flexibility in working hours: 74% of voters favour easier access to flexible working, with 67% of likely Conservative and 65% of likely Reform voters agreeing. Just 12% oppose the policy.

These findings highlight a significant gap between political rhetoric and voter sentiment.

Reform Party Votes Against Its Own Supporters’ Interests

The poll shows that even among Reform supporters, there is strong demand for better workplace protections.

In every constituency held by Reform—including party leader Nigel Farage’s seat—voters overwhelmingly support banning zero-hours contracts and ensuring sick pay from day one.

However, Reform MPs have consistently voted against these measures, placing them at odds with their own electorate.

Critics argue that this exposes the party’s alignment with corporate interests rather than the working people they claim to represent

By Pat Harrington

Labours’ Employment King’s Speech: Transformative Proposals for Workers’ Rights and Fairness

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957 words, 5 minutes read time.

In the King’s Speech Labour has laid out a legislative agenda that promises to reshape the landscape of workers’ rights and public ownership in Britain. The speech, while brief in its mention of specific policies, has set the stage for significant reforms aimed at banning exploitative practices and enhancing employment rights. This ambitious agenda has sparked enthusiasm among pro-worker and pro-union advocates, who see it as a long-overdue move towards a fairer and more equitable society.

Transformative Proposals in the Employment Rights Bill

The cornerstone of Labour’s new agenda is the Employment Rights Bill, which promises sweeping changes to improve the lives of workers across the country. The bill includes several key provisions:

Parental Leave, Sick Pay, and Protection from Unfair Dismissal: Making these benefits available from day one is a crucial step in ensuring that all workers, regardless of their employment duration, have access to basic rights. This move is particularly significant for those in precarious jobs, offering them much-needed security.
Banning Zero-Hour Contracts: Zero-hour contracts have long been criticized for their exploitative nature, providing workers with little job security and unpredictable income. By banning these contracts, Labour is addressing a major issue that has left many workers in a state of constant uncertainty.
Ending ‘Fire and Rehire’ Practices: The practice of firing employees only to rehire them on less favourable terms has been a contentious issue. Reforming the law to end this exploitative practice will protect workers from being manipulated and ensure fair treatment.
Removing the Lower Earnings Limit for Statutory Sick Pay: This change ensures that all workers, regardless of their income level, have access to sick pay. It is a vital reform, especially for low-income workers who are often most vulnerable to financial hardship when ill.
Making Flexible Working the Default: By making flexible working the default from day one, Labour is recognizing the importance of work-life balance and the diverse needs of the modern workforce. This policy is expected to particularly benefit working parents and those with caring responsibilities.
Protection for Women Post-Maternity Leave: Making it unlawful to dismiss a woman within six months of returning from maternity leave is a progressive step towards gender equality in the workplace. It ensures that women are not penalized for starting families.
Creation of the Fair Work Agency: This new agency will play a crucial role in enforcing workplace rights, ensuring that the new laws are implemented effectively and that workers can seek redress when their rights are violated.
Fair Pay Agreement in Adult Social Care: The introduction of a Fair Pay Agreement in the adult social care sector addresses the chronic underpayment and undervaluation of care workers, a predominantly female and minority workforce.
Simplifying Union Recognition: Making it easier for trade unions to gain statutory recognition empowers workers to collectively bargain for better terms and conditions, a fundamental right in any democratic society.
Repealing Minimum Service Levels for Industrial Action: This repeal restores the right to strike, which is essential for workers to negotiate fair wages and conditions without the fear of legal repercussions.

Paul Nowak, General Secretary of the Trades Union Congress (TUC), hailed the Employment Rights Bill as a vital step towards “repairing and rebuilding Britain after 14 years of chaos and decline.” He emphasized that boosting workers’ rights and ensuring security and respect at work are pivotal for a fair economy. This sentiment is echoed by Christina McAnea, General Secretary of Unison, who described the workplace rights package as a “game changer,” particularly praising the focus on social care.

Public Ownership and Infrastructure Reforms

In addition to the Employment Rights Bill, Labour’s agenda includes significant measures aimed at reversing the privatization of essential services. Key among these is the renationalization of railways and the establishment of Great British Energy, a publicly owned clean energy production company.

Mick Whelan, General Secretary of Aslef, the train drivers’ union, praised the decision to renationalize the railways as “the right decision, at the right time,” emphasizing its potential to stimulate economic growth and rebuild Britain’s infrastructure. Similarly, the creation of Great British Energy is seen as a pivotal move towards a sustainable future, capable of driving the green transition while creating jobs and boosting the economy.

The Better Buses Bill, which grants communities the power to take back control of bus services, also received strong support. Public ownership of bus services, as demonstrated by successful municipally owned companies like Reading Buses, can significantly improve local transport and contribute to economic vitality.

Missed Opportunities and Future Campaigns

Despite the many positive proposals, there are areas where Labour’s agenda falls short. The absence of plans to bring water companies into public ownership, reinstate the NHS as a fully public service, and buy back British Gas are notable omissions that have disappointed some advocates. These missed opportunities highlight the need for continued campaigning to push Labour towards a more comprehensive public ownership model.

Sharon Graham, General Secretary of Unite, warned against the constraints of a “financial straitjacket,” arguing that substantial investment is necessary to tackle the current crises in public services and infrastructure. She stressed that reliance on growth alone might not be sufficient to deliver the urgent changes needed.

Our GenSec’s View

Patrick Harrington, General Secretary of Solidarity union commented: “Labour’s legislative agenda, as outlined in the King’s Speech, marks a significant shift towards enhancing workers’ rights and reversing decades of privatization. While the proposals have been broadly welcomed by unions and pro-worker advocates, the journey towards a truly fair and equitable society requires ongoing vigilance and activism. As the details of the draft legislation emerge, I t will be crucial for unions and workers to continue to advocate for comprehensive reforms that ensure dignity, fairness, and security for all workers.”

Image by Mariusz Matuszewski from Pixabay