The Employment Rights Bill: What It Means for the Entertainment Industry

Written by Tacita Small

Photo by Jakob Owens on Unsplash‍ ‍

The Employment Rights Bill (ERB) represents one of the most significant shifts in UK employment law in decades. While the reforms apply across all sectors, their impact will be felt particularly strongly in the entertainment industry, where workforce models are often more complex, flexible and project-driven than traditional employment structures.

For production companies, studios, theatres, agencies and creative organisations, these changes won’t just affect policies - they may reshape how teams are engaged, managed and supported.

This guide explains what the reforms mean in practice, where risk may increase, and what organisations should be reviewing now.

Why the ERB Matters for the Entertainment Sector

The entertainment industry operates differently from most sectors. Workforces commonly include:

• freelancers and contractors

• fixed-term hires

• project teams

• touring staff

• casual workers

• short-term specialists

Many of the proposed reforms focus on exactly these types of working arrangements. That means organisations relying on flexible resourcing models may see a greater operational impact than employers with traditional staffing structures. In short: the more flexible your workforce, the more carefully you’ll need to review your processes.

Photo by Vitaly Gariev on Unsplash‍ ‍

Key Reform Areas Likely to Affect Creative Employers

While the Bill covers a wide range of rights and protections, several changes are especially relevant to entertainment businesses.

Earlier unfair dismissal protection

Reducing the qualifying period for unfair dismissal claims means legal risk may arise much earlier in employment. Probation processes and documentation will become more important safeguards.

Restrictions on contractual changes

Proposals to limit dismissal-and-re-engagement practices mean organisations may need stronger justification and more structured consultation before changing terms and conditions.

Stronger consultation obligations

Collective redundancy rules may be tightened, increasing the importance of planning and documenting restructuring decisions.

Expanded statutory rights

Changes to sick pay, parental leave and paternity leave may increase eligibility and uptake, affecting workforce planning and scheduling.

Extended tribunal time limits

If claim deadlines are lengthened, organisations may need to retain documentation for longer and prepare for a longer window of potential legal exposure.

Increased worker protection expectations

Enhanced duties around harassment prevention, equality and transparency reflect a wider shift towards proactive employer responsibility rather than reactive compliance.

A Shift in Employer Expectations: From Reactive to Preventative

One of the clearest themes across the ERB is a move away from reactive HR practices.

Historically, many organisations focused on responding to issues once they arose. The direction of travel now is different:

Employers are increasingly expected to demonstrate that they actively took steps to prevent problems before they occurred.

This applies across multiple areas, including:

• workplace culture

• decision-making processes

• documentation standards

• manager capability

• record-keeping

For creative organisations, where teams may form quickly and disband just as fast, this shift is particularly important.

Where Organisations May Face Increased Risk

Most employers won’t be affected because of intentional wrongdoing. Risk is more likely to arise from:

• informal processes

• inconsistent decisions

• outdated templates

• undocumented conversations

• assumptions based on previous rules

The common thread is not misconduct - it’s lack of structure. If you’d like a quick sense-check of where your organisation currently stands, our team can help you assess your readiness and prioritise next steps.

What Employers Should Be Reviewing Now

Preparing early is far more effective than reacting once legislation is in force. Organisations should consider reviewing:

• employment contracts and templates

• onboarding processes

• probation frameworks

• consultation procedures

• leave policies

• record-keeping practices

• manager training

• workforce engagement models

Even where reforms are not yet confirmed, reviewing these areas now helps organisations understand their current position and identify gaps.

The Strategic Opportunity

While legislative reform can feel daunting, it also presents an opportunity.

Organisations that prepare early can use these changes to:

• strengthen internal processes

• improve manager confidence

• enhance employee experience

• reduce legal risk

• build trust and transparency

Those who treat the reforms as a strategic review rather than a compliance exercise will be in the strongest position.

Final Thoughts

The Employment Rights Bill is not just a legal update - it’s a signal of how expectations of employers are evolving.

For businesses in the entertainment industry, the key takeaway is simple:

The rules are changing, but preparation reduces disruption.

Businesses that take time now to review policies, processes and practices will be far better equipped to navigate the changes smoothly and confidently.

Want to understand how the Employment Rights Bill may affect your organisation?

We work with entertainment and creative industry businesses to review current practices, identify risk areas and prepare practical action plans ahead of legislative change.

Click below to book a planning call with our team to discuss what to review first and where your priorities should sit.