The government has introduced a new Employment Rights Bill aimed at strengthening workers’ protections and ensuring employers uphold their responsibilities on diversity, equity and inclusion (DEI).
At the heart of the legislation is a new legal duty for employers to take all reasonable steps to prevent workplace harassment connected to protected characteristics such as race, age, disability, religion or belief, sex, and sexual orientation. Legal experts say this represents a step-change in expectations, requiring businesses to be more proactive in how they address discriminatory behaviour.
The bill builds on the Worker Protection Act 2023 and signals a decisive move against the quiet scaling back of DEI commitments that has been reported in some parts of the private sector. Ministers have made clear that the UK will not follow the path taken by some global firms that have rolled back inclusion efforts in the name of ‘neutrality’ or political caution.
The government has also confirmed plans to create a Fair Work Agency — a national body that will oversee enforcement of the new rules, provide guidance to employers, and offer support to employees facing discrimination or harassment at work.
Before coming to power, Labour had already made clear their intentions around workplace reform. In October 2023, then–Shadow Deputy Prime Minister Angela Rayner described the proposals as “the biggest upgrade to rights at work for a generation”, underlining the party’s pledge to embed fairness into the economy. At the time, Shadow Business Secretary Jonathan Reynolds stated that worker-focused reforms would help “attract the best talent” and “boost productivity”.
Since forming the government, both have reaffirmed those priorities. Angela Rayner, now Deputy Prime Minister and Secretary of State for Levelling Up, Housing and Communities, has called the bill part of a “mission to deliver security and dignity for every worker.” Jonathan Reynolds, now Business Secretary, described the bill as “a modern and fair vision for the future of work.”
The Equality and Human Rights Commission has welcomed the bill, encouraging employers to begin preparations now — including reviewing their policies, offering up-to-date training, and ensuring inclusive leadership from the top. Organisations without strong DEI practices in place could find themselves more vulnerable to claims if they cannot demonstrate that they took all reasonable steps to prevent unlawful behaviour.
Public sentiment continues to support strong DEI protections. Recent polling shows that a clear majority of the UK workforce supports inclusion in the workplace, with more than half of respondents opposing any reduction in diversity efforts.
With the bill progressing through Parliament, implementation is expected in stages, with core provisions likely to come into force by 2026. In the meantime, employers are being urged to act now — not just to meet future legal requirements, but to demonstrate real commitment to a fairer, more inclusive working culture.
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