Preparing for the Good Jobs Bill: Why the First Six Months of Employment Matter

Preparing for the Good Jobs Bill: Why the First Six Months of Employment Matter Context

Northern Ireland is entering a major phase of employment law reform with the Good Jobs Employment Rights Bill, the most substantial update to workplace rights in over two decades. While final provisions are still subject to legislative approval, several proposals — including confirmed changes taking effect in April 2026, signal that the first months of employment will be more important than ever for employers.

Early Employment and Probation

The Bill emphasises clarity and fairness from day one. Probation remains a contractual arrangement rather than statutory, but its role will become more critical. Clear performance expectations, structured review points, and consistent, documented feedback help organisations manage early employment effectively and build confidence among staff.

Even though there is currently no day-one unfair dismissal protection, proposals under the Good Jobs Bill suggest employees may gain earlier protections. This highlights the need for structured oversight during the initial months, as informal or inconsistent approaches could increase vulnerability to disputes.

Employment Contracts and Transparency

Under current Northern Ireland law, employers must provide employees with a written statement of employment particulars within two months of their start date. This legal requirement, set out in the Employment Rights (Northern Ireland) Order 1996, ensures clarity about key terms such as pay, hours, job title, and holiday entitlement, supporting the employment relationship.

The Good Jobs Employment Rights Bill proposes to strengthen this right by extending it to all workers (not just employees) and requiring written terms to be provided from the first day of engagement. If enacted, this would further improve clarity and confidence for both workers and employers.

In practice, clear and accurate written terms, together with onboarding and induction processes that reflect day-to-day work, support transparency, fairness, and trust across the organisation.

Aligning Policy, Practice, and Documentation

Legal risk usually arises where policies, management practices, and documentation are misaligned. Organisations should review:

• Probation clauses and early performance processes

• How feedback and review discussions are recorded

• Manager training for consistent, evidence-based decision-making

• Oversight of early employment decisions

Ensuring structured, well-documented processes reduces risk while fostering trust, engagement, and organisational governance.

Confirmed Employment Law Changes in NI from April 2026

Parental Bereavement Leave & Pay – Day-One Entitlement

From 6 April 2026, statutory Parental Bereavement Pay in Northern Ireland will become a day-one entitlement, and the right to two weeks’ paid leave will be extended to parents affected by miscarriage or other forms of pregnancy loss, as well as stillbirth and child death.

This means:

• Employees and their partners are entitled to statutory pay from the first day of employment. To qualify for payment, they must meet the existing lower earnings threshold, currently set at £125 per week.

• The entitlement covers miscarriage (any stage), stillbirth (after 24 weeks), and child death

These confirmed changes complement the broader Good Jobs reforms and highlight the increasing importance of early employment management.

The Benefits of Being Prepared

Taking time to review contracts, probation processes, and documentation can help organisations:

• Ensure clearer, more consistent practices

• Build trust and engagement among employees

• Support smooth decision-making and leadership confidence

• Help prevent confusion or miscommunication

Overall, the Bill is designed to promote fair, transparent, and well-organised employment practices, helping both organisations and employees navigate the early months of employment with confidence and clarity, without adding unnecessary complexity.

By taking proactive steps now, organisations can manage these changes smoothly while fostering a fair, supportive environment for all employees.

To discuss any aspect of the Employment Rights Bill and how it will affect your organisation, please contact Karen Corry, Senior HR Consultant E: karencorry@bakertillymm.co.uk