In July 2025, a newly published running list of amendments to the Employment Rights Bill introduced several groundbreaking changes to UK employment law. Among the many updates, four government-backed amendments stand out for their potential to reshape workplace relations: the ban on confidentiality clauses covering harassment and discrimination, adjustments to fire-and-rehire restrictions, major whistleblowing reforms, and proposed changes to zero-hour contract rules. Employment Rights Bill 113: July2025 Updates.
1. Ban on NDAs in discrimination and harassment cases
A new clause, Section 22A, introduces a ban on confidentiality clauses, often implemented via non-disclosure agreements (NDAs) that attempt to silence employees regarding workplace harassment or discrimination.
This marks a significant shift, aimed at halting the misuse of NDAs that conceal systemic issues. Employers in primary care settings such as GP practices, primary care networks (PCNs) and federations must revise standard employment and settlement templates. Confidentiality clauses attempting to silence reports of discriminatory behaviour from staff, partners, or locums are now unenforceable. A failure to comply could result in reputational damage, regulatory scrutiny, or litigation.
Notably, this provision does not yet extend to claims related to reasonable adjustments, which may still be subject to NDAs.
2. Fire and rehire: A softer, yet targeted ban
Clause 26 initially proposed strict conditions under which contract changes could be enforced via dismissal. Amendments now limit automatic unfair dismissal to “restricted variations” including reductions in pay, pensions, hours, and holidays.
Primary care employers under financial pressure, for instance, facing contract restructuring or integrated care board (ICB) funding limitations, must prove genuine solvency risks or tender resignation of holding their list/practice closure to justify dismissals. Routine contract changes (e.g., tweaking admin shift times) will fall to standard unfair dismissal rules but must follow best practice in consultation and documentation. This is particularly relevant where salaried GPs or staff are subject to contract modernisation in line with regional service redesigns.
3. Whistleblowing reforms: new protections and a dedicated office
Though not yet government-backed, proposed reforms include:
- Establishing an independent Office of the Whistleblower
- Requiring that disclosures be of public interest (not just reasonably believed to be).
- Criminalising retaliation with potential penalties of up to 10% of turnover.
- Mandatory investigations for medium/large organisations, could include larger PCNs and federations.
In primary care, where whistleblowing might involve unsafe staffing, improper prescribing, or misuse of public funds, these reforms would necessitate clear internal policies and an accessible route for raising concerns.
4. Zero-hour contracts: diluted obligations (for now)
Amendments shift the obligation from offering guaranteed hours to providing a right to request them mirroring flexible working frameworks. This impacts GP surgeries and PCNs that rely on receptionists, bank staff, or health care assistants on variable contracts.
The right applies only where workers average eight hours per week over 26 weeks. Staff planning systems must track these thresholds. Additionally, shifts cancelled more than 48 hours in advance need not be compensated, easing rota planning in smaller PCNs and GP practices.
Agency workers must receive fair offers aligned to previously enjoyed pay, necessitating new audits for parity compliance.
Conclusion
These amendments, especially those backed by the government, signal a shift toward transparency and fair treatment of workers. For primary care, this means urgent reviews of employment templates, staff consultation practices, and whistleblowing procedures.
Proactive preparation guided by sound HR advice where necessary will ensure that GP practices, PCNs and federations, alongside other primary care providers remain compliant, protect staff wellbeing, and avoid costly disputes.
How we can support you
PCC provide this resource to our clients through the expertise of Medi-Hr Ltd, who solely focus on employment within primary care settings. For more information of support with any of the above or wider HR matters please contact PCC enquiries@pcc-cic.org.uk.
