When significant changes to employment law are introduced, effective implementation is essential. This is why the Department for Business has launched the new Fair Work Agency (FWA).
As the Employment Rights Bill comes into effect, the FWA aims to centralise enforcement and improve how employment law is applied across the UK. Its goal is to provide clearer guidance and stronger support for both employers and workers, helping businesses remain compliant with both new and existing legislation.
As employment regulations evolve, how businesses respond is critical. Access to clear guidance will help organisations adapt confidently, support their employees effectively and maintain a compliant, well-managed workplace.
The basics
If you don’t already know what the new Employment Rights Act is, let’s quickly go through what’s changed so far. Key changes under the Employment Rights Act include:
Statutory sick pay from the first day of absence (rather than the fourth) for all workers.
-
Statutory Sick Pay from day one of absence (rather than day four)
-
Paternity leave as a day-one right
-
Parental leave as a day-one right
-
Bereavement leave and parental bereavement leave
-
Compassionate leave
-
Updated sickness absence and medical capability procedures
-
Greater flexibility and transparency in flexible and hybrid working requests
-
Unfair dismissal claims available after six months of service (from 2nd July)
Full employment rights, allowing unfair dismissal claims after six months (rather than two years), effectively comes in from 2nd July.
How can the Fair Work Agency support employees?
For workers
SEEDL is the world’s first on-demand learning platform, offering a continuous programme of live webinars and courses. Unlike traditional training, sessions are interactive, allowing participants to engage directly with trainers and learn more actively rather than passively. This approach helps to improve both employee engagement and learning outcomes.
With over 300 courses available, SEEDL is often described as the “Netflix of training”, giving businesses flexible, on-demand access to a wide range of learning content.
Through our partnership with SEEDL, we can create training packages using our own resources and theirs, grouping workshops to help you get the most out of them and you develop within your role. By curating training packages tailored to your needs, you can engage with the knowledge you already have, serving as a foundation for growth.
Labour exploitation at work
The FWA will take over enforcement responsibilities previously managed by organisations such as the Gangmasters and Labour Abuse Authority (GLAA). This includes tackling serious labour exploitation issues such as unlicensed activity, human trafficking and forced labour.
It will also incorporate aspects of the Employment Agency Standards Inspectorate’s role, continuing to protect agency workers from unfair practices such as illegal fees or lack of transparency in employment terms.
By bringing these responsibilities under one organisation, the government aims to streamline enforcement and improve oversight. However, it is important to note that everyday workplace disputes, such as unfair dismissal or flexible working disagreements, will still be managed through employment tribunals.
Enforcement of rights for underpayment
What does this mean for employers?
For employees, these changes provide greater confidence and protection in the workplace.
For employers, the Fair Work Agency introduces greater clarity, consistency and accountability in how employment law is enforced.
The FWA aims to simplify the process by creating a single enforcement body, making it easier for businesses to understand their responsibilities and access guidance. This should reduce confusion caused by multiple regulators and improve consistency in areas such as minimum wage enforcement and worker protections.
Crucially, it also helps create a fairer business environment. Employers who comply with employment law are less likely to be undercut by organisations using unfair labour practices.
Why does the Fair Work Agency matter?
You could also switch to outsourced HR services, where HR experts can manage these situations from an unbiased third-party perspective. We can also provide HR training to your in-house team to ensure you remain compliant with legislation and out of the FWA’s way.
How People Matters HR can support your business
The introduction of the Fair Work Agency reflects a wider shift towards stronger enforcement of employment law and improved worker protection.
For employers, this means ensuring that HR processes, policies and compliance measures are up to date and aligned with current legislation.
Working with an experienced HR partner can help you navigate these changes with confidence. At People Matters HR, we support businesses with HR compliance, employment law guidance and practical people management solutions.
For businesses across Manchester and the North West, our HR consultants in Manchester provide tailored support to help you prepare for regulatory changes, update policies and manage employee relations effectively.