The incoming Employment Rights Bill represents a pivotal moment for the evolution of workplace legislation in the UK. It includes important interventions to raise standards for British workers. The BBPA wants everyone employed in our sector to be happy and secure in their jobs and to be fairly compensated for their labour. Whilst the policies in the Employment Rights Bill are well-intended, some ultimately have the potential to pile additional costs and administrative burdens on to pubs and breweries and limit flexibilities required in our sector, in turn reducing the potential for economic growth due to negative impacts on investment, recruitment and prices.

The BBPA is overall supportive of the intentions behind this Bill and a number of measures included in it. We are broadly supportive of those measures that seek to address worker wellbeing and job security such as family-friendly policies, unfair dismissals, the removal of the qualifying period for paternity leave and ordinary parental leave.

However, within the set of proposals we see a number of elements that could have unintended consequences for our sector’s growth and recruitment opportunities if the Government does not fully address the nature and operational necessities of the hospitality sector.

The following consultations were launched on the 23 October 2025 as part of the Employment Rights Bill:

1. Enhanced dismissal protections for pregnant women and new mothers (legislation which will make it unlawful to dismiss pregnant women, mothers on maternity leave, and mothers who return to work for at least a 6-month period after they return – except in specific circumstances). This consultation closes on the 15^th of January 2026.
2. Leave for bereavement, including pregnancy loss (a new day-one right to unpaid bereavement leave for employees who experience the loss of a loved one, including pregnancy loss before 24 weeks). Consultation closes on the 15^th of January 2026.
3. Duty to inform workers of right to join a union (a new duty on employers to give a written statement to their workers, informing them of their right to join a trade union at the start of their employment and at other times). Consultation closes on the 18^th of December 2025.
4. Trade union right of access (a new framework for trade unions to access workplaces physically, and to communicate with workers in person or digitally). This consultation closes on the 18^th of December 2025.

We support campaigns like Hospitality Rising, Hospitality Works and initiatives such as Only A Pavement Away, to highlight the great career opportunities and to attract talent from all sections of the population. 

We have also produced guidance on how best to recruit workers over 50 that can be read here.

We continue to call for changes to the Apprenticeship Levy in order to offer greater flexibility and choice for employers in the way they recruit and train talent.

We engage with our members and the Low Pay Commission to make sure the needs and voice of the beer and pub industry is heard in relation to National Minimum Wage rates.

With the introduction of the Tipping Act and its statutory Code of Practice on 1^st October 2024, we have developed a briefing note on the requirements for BBPA members, which is available here.

We make the case for improvements to the immigration system, to make it easier and more cost-effective to recruit overseas workers with the right skills to work in our members buisnesses.