The new Employment Rights Bill brings major changes for golf clubs. GolfHR’s Carolyne Wahlen explains the key updates and what managers must do to prepare.
The UK government’s new Employment Rights Bill signals one of the most far-reaching updates to workplace legislation in recent decades, and it’s set to have a significant impact on golf clubs.
From hiring practices to day-to-day HR procedures, the reforms will shape how managers operate, regardless of club size or staffing structure.
To help GCMA members navigate these upcoming changes, employment law specialist Carolyne Wahlen, founder of GolfHR, outlines the key areas of the Bill, explaining how each will affect club operations and what steps managers should take now to stay compliant.
Unfair dismissal from day one
Currently, employees must have two years of continuous service before they can bring a claim for unfair dismissal. Under the new Bill, this qualifying period will be removed. It’s likely that from October 2026, unfair dismissal rights will apply from the first day of employment.
While the government has suggested a there’ll be a unique ‘probation period’ where a lighter dismissal process will apply, however full details are still unclear. Until that’s clarified, the best approach is to treat all new employees fairly from day one. Document performance, provide feedback and follow a structured process.
Sick pay from day one
Currently, Statutory Sick Pay (SSP) is only available from the fourth consecutive day of absence and only if the employee has earned enough over an eight-week period to qualify. Under the new Bill, SSP will become a day-one right and the lower earnings limit will be removed – meaning all employees will qualify for SSP from April 2026.
Paternity leave from day one
Previously, employees needed 26 weeks of service before qualifying for paternity leave. Under the new legislation, paternity leave will become a day-one entitlement from April 2026 – meaning a new starter could rightfully ask for time off when their child is born or adopted. For smaller teams, this means planning ahead for staff absences, even for recently hired employees, will be essential.
Flexible working from day one
Scheduled to come into force at some point in 2027, staff will be able to request flexible working as soon as they start. Employers will need a legitimate business reason if they wish to deny any such request. Staff now have the right to request flexible working as soon as they start their new role. Should you wish to deny any such request, you will require a legitimate reason and the onus will be on employers to consider flexibility seriously and justify refusals in a fair way.
Limitations to ‘fire and rehire’
You might have heard of ‘fire and rehire’, where employers dismiss a member of staff and offer them a new contract on less favourable terms to the employee. From October 2026, that will become almost impossible. The only exception is if your business is genuinely on the brink of collapse and you can prove it. Otherwise, it’s all about talking things through and negotiating changes properly, providing clear information, consulting on the reasons, listening to feedback and aiming to reach agreement.
Why it matters for clubs of all sizes
These rules apply to everyone, even if you have very few employees. In practice, it means you need to:
- Keep better records
- Be mindful when producing contracts
- Follow fair processes with everyone, even probationers
- Be prepared for more absence and flexible working requests
- Get proper HR advice and don’t just think that ‘this’ll be okay’ without checking
In summary…
This Bill is the biggest shake-up in employment law in decades. The key changes? Day-one rights for unfair dismissal, sick pay, and paternity leave; easier flexible working; and no more fire and rehire.
It might feel like more admin, but good communication and fair treatment go a long way. And if you’re ever unsure, get advice early – it’s a lot cheaper than defending a tribunal.
