Time running out to pass Northern Ireland employment bill, lawyers warn

In July 2024, the Department for the Economy unveiled what it described as the most substantial overhaul of Northern Ireland’s employment law framework in a decade. The proposed legislation was billed as delivering meaningful reform for both employers and employees.

A public consultation on the wide-ranging proposals followed that summer. However, progress has since slowed and, with just under 14 months remaining in the Assembly’s mandate, the Belfast office of Lewis Silkin has warned that the timetable is increasingly tight.

Leeanne Armstrong, managing associate at the firm, said initial optimism around the bill’s progress had diminished.

She said: “We recognise that 14 months is a challenging timeframe in which to complete the necessary work to ensure the passage of the Good Jobs bill to become law and bring about these needed reforms, but with where the bill is in the process now, there is a real risk that the bill may not pass before the end of the current mandate.

“This means that the legislative process would need to start again from the beginning under a new mandate, with no guarantee that the same policy priorities currently underpinning the bill would be maintained.

“This understandably leaves much uncertainty for employers in Northern Ireland in terms of planning and implementing any changes into their workforce policies, processes and budgets.”

Following consultation in 2024 and the Economy Minister’s presentation of the proposals in April 2025, stakeholders had expected a printed bill shortly after Easter last year. However, officials told the most recent Economy Committee meeting that drafting is still ongoing.

The bill is now expected to be submitted to the Executive for approval in the coming weeks, with the aim of reaching the Economy Committee for scrutiny by May.

Failure to pass the legislation would leave Northern Ireland further out of alignment with the rest of the UK. Employment law in the region has lagged behind due to repeated Assembly suspensions, and the Good Jobs Bill was intended to close that gap. Since its introduction, however, the Labour government has enacted the Employment Rights Act 2025, introducing additional reforms and widening the divergence.

Delays could also affect the introduction of a long-awaited mandatory Gender Pay Gap reporting regime in Northern Ireland, which the Department for Communities has said will proceed only once the bill has received royal assent.

Amid the uncertainty, Lewis Silkin is urging employers to monitor developments closely and begin preparatory work.

Ms Armstrong added: “It’s really important that employers familiarise themselves with the proposed reforms, given the wide-ranging changes that may affect workplace policies if this bill passes.

“We would also encourage engaging with the Economy Committee. The committee stage represents a significant opportunity for employer bodies and individual organisations to make their views known. Some of the changes proposed under the bill would have a significant impact on employers. Stakeholders with concerns or ideas about specific provisions and how these will work in practice for employers should prepare to engage with the Economy Committee and individual MLAS to help shape the legislation to suit your needs.”