Making sense of the Employment Rights Bill: A day in the life of an HR consultancy

Current legislation provides employees with a wide range of protections, and many small, owner-managed businesses already feel overwhelmed by their obligations, especially when they operate without an internal HR function. How can these organisations prepare effectively for the Employment Rights Bill? Rochelle Murinas, managing director of HR consultancy DJH People and HR Limited, explores the role of HR consultancies and the challenges they are hearing about.

As an HR consultancy we provide support to clients across the UK and beyond. The feedback to the proposed Employment Rights Bill we are receiving ranges from fear of the unknown to anxieties about losing control of how they run their businesses and how to plan effectively for the future.

These fears stem from a lack of detail around the implementation of the measures, not least the day-one unfair dismissal right. That's where the role of HR consultants begins - cutting through the noise and giving employers the clarity they need.

Many employers are worried about how to provide not only protection for themselves as employers, where necessary, but also security for their employees. Beneath the surface there's a shared sense of uncertainty as to which elements of the Bill are settled, and which are still subject to ongoing debate.

What we are doing to support clients

At DJH People & HR Limited (formerly Innov8 Human Resources Limited), we believe that knowledge is only truly powerful when paired with practical application. In the absence of full legislative details, we have focused on helping our clients prepare thoughtfully, plan ahead and stay informed, without reacting prematurely to headlines.

In practice, this means providing clear, action-focused client briefings and webinars that cut through legal jargon to explain what the proposed changes really mean for businesses. We're also conducting future-proofing HR audits, reviewing contracts, policies and manager guidance, and creating practical checklists and bite-sized training sessions to ensure clients stay one step ahead when the legislation comes into force.

Conversations that go beyond compliance

The most valuable discussions we have with clients are not always about the legislation itself; they are people-centric. Conversation often shifts to practical applications when we are asked questions such as:

• "What does this mean for my small business with five employees?"
• "Do I need to revisit my contracts of employment now?"
• "How do I manage my probation procedures now?"

The advice is consistent: employers aren't expected to overhaul everything overnight. What matters is forward planning and readiness; you don't need to panic.

These are the conversations that matter, because they reflect real concerns about the legislation's impact on company culture, trust and day-to-day management.

We are supporting clients to navigate these upcoming shifts through a change management process - using line manager training and podcasts (available from Brightmine), along with "what if" scenario planning - so that they feel prepared no matter the outcome of the Bill.

Client scenario - navigating probationary periods under the new rules

Recently, we worked with a small business owner who employs eight people. They were concerned about how the proposed day-one unfair dismissal right might affect their ability to manage new team members who aren't the right fit for the organisation. The main question was: "If someone isn't working out in the first few weeks, will I still be able to let them go fairly?"

We guided the client through a scenario-planning session, mapping out what we thought a fair and well-documented process would look like under the proposed new rules. Together, we reviewed the probation procedures, updated onboarding documents and created a checklist for managers to ensure clear communication and regular feedback from inception. By focusing on transparent documentation and early intervention, they felt reassured that they could still make necessary decisions, while also providing new employees with clarity and support around their accountabilities.

This hands-on approach helped the client to prepare for legislative change as well as strengthening trust and engagement within the team.

Behind the scenes

As a team we are staying close to every update, reviewing insights from Brightmine, the CIPD and leading legal commentators to ensure our guidance remains timely and accurate.

We are also developing proactive communication plans to help clients distinguish between:

• what to do now - practical, action-oriented steps to stay compliant; and
• what to watch out for - upcoming changes that may need future action.

Ultimately, our role as a trusted people partner extends well beyond ensuring compliance. We are here to offer reassurance, provide clarity and guide businesses through change with confidence. That means supporting not just the operational aspects, but also the human side, helping leaders to navigate the emotions and ambiguity that often accompany legislative shifts. Our goal is to help build workplaces where people feel secure and valued and where they genuinely want to belong.

Planning for success

While the Bill and the associated uncertainty may feel daunting, most of the proposed changes are entirely manageable with the right preparation, HR partner and practical support.

As I often say to clients: "My job isn't to throw legislation at you - it's to make sure you feel supported, informed and confident about what's coming next."

In the long run, stronger employee rights can also mean stronger trust, loyalty and retention. With the right conversations and the right culture, compliance doesn't have to be a burden. It can be an opportunity to build better workplaces.