The Bill reflects a clear ambition: to ensure that every job in Northern Ireland is a good job -offering security, fairness, and dignity in work.
So, what does this mean in practice for the voluntary and community sector, and what can you do now to prepare?
What’s changing?
The proposals aim to strengthen employment protections, modernise the law, and align Northern Ireland more closely with recent changes in Great Britain and the Republic of Ireland. These include:
Terms of Employment
- A day-one right to a written statement of terms for all workers (not just employees)
- Fire and Rehire practices will be automatically unfair (except in very limited cases)
- An end to exploitative zero-hours contracts, replaced by a banded-hours model
- A review of employment status to ensure clarity and alignment with GB
- The abolition of the Swedish Derogation for agency workers
- New rights for agency workers to receive a key information document on day one
Many of these changes will require updates to contracts and onboarding processes, particularly if you engage casual or agency staff.
Pay and Working Time
- A requirement for itemised payslips, including hours worked (if paid hourly)
- A 52-week reference period for calculating holiday pay (already introduced in GB)
- New guidance on recording working time
- A Code of Practice on the right to disconnect, helping employees maintain work-life boundaries
Voice and Representation
- Laws to modernise trade union access and recognition
- Guidance and codes on workplace relationships and conduct
- Allowance of e-balloting
- Lowering of thresholds for recognition of Trade Unions
Work-Life Balance
- Flexible working to become a day-one right, with two statutory requests per year
- New statutory leave for carers and neonatal care
- Paternity leave changes to allow more flexibility - 52 week period to take rather than 56 days
- Enhanced redundancy protection for women returning from maternity leave (extended to 18 months post-birth)
What about zero-hours contracts?
A key headline has been the proposed ban on exploitative zero-hours contracts. This has understandably raised concerns in our sector, where flexibility and project-based work are often essential.
The Department has confirmed that this is not a ban on all casual or flexible work. There will be exemptions for genuinely seasonal work, time-limited projects, and casual roles led by the worker’s availability.
So If you're offering casual work where people genuinely choose when they work, or if you're hiring for a short-term funded project, you're unlikely to be penalised—but you'll still need to demonstrate fairness and transparency.
When will this happen?
The Department has confirmed that the changes will be introduced gradually over the course of this current Assembly mandate, which runs until 2027. Some measures may be implemented sooner, depending on the complexity and legislative process involved.
Rather than everything arriving at once, we can expect a phased rollout using a mix of new laws, updated regulations, statutory Codes of Practice, and official guidance.
The key takeaway? Changes are coming—and they’re coming in stages. Staying informed and taking small steps now will make the transition smoother for everyone.
What should employers do now?
If you’re a small charity, community organisation or social enterprise, and don’t have an in-house HR team—don’t worry. Here are some simple steps to take now:
- Stay informed – changes will come in stages, so look out for updates.
- Review your contracts – especially if you offer casual, agency, or flexible work.
- Talk to your team – transparency is key. Many of these changes are about clarity and fairness.
- Get support – don’t try to figure it all out alone.
At NICVA, we’re keeping a close eye on the detail of the Bill and its implementation. We will continue to provide practical guidance and support for our members navigating the changes as the legislation develops.
Useful link
Read the full consultation response and Way Forward document here: https://www.economy-ni.gov.uk/publications/good-jobs-employment-rights-bill-public-consultation-response
