The “Good Jobs” Employment Rights Bill and What It Means for the NI Hospitality Industry
The months ahead are set to bring one of the biggest transformations to employment law in Northern Ireland since the Good Friday Agreement.
Following an extensive public consultation — with over 190 responses received — the Good Jobs Employment Rights Bill is now expected to be introduced to the Assembly next January (2026).
If passed, it will modernise how businesses hire, manage, and support staff — raising standards across every sector, but especially in industries like hospitality where flexibility and fast-paced work have long been the norm.
Depending on whether you are an employer or an employee, you may view these changes quite differently:
- For employees, they represent greater rights, security, and fairness.
- For employers, they bring higher standards and costs, more responsibilities, and additional pressures.
Either way, The Good Jobs Employment Rights Bill aims to modernise and strengthen worker protections while setting clear expectations for employers. If it moves forward as planned, it could bring some of the most significant changes to employment law since the Good Friday Agreement. Here’s what you need to know:
What This Means for Hospitality Employees:
If you work in a hotel, café, restaurant, or bar, this Bill is designed to create **more security, fairness, and respect in your working life:
- Stronger Protection from Unfair Dismissal
You may no longer need to complete a full year before gaining protection. It could become harder for employers to dismiss someone without a fair, documented reason and proper process.
- Expanded Discrimination Protections
Clearer safeguards are proposed for workers facing unfair treatment based on race, gender, age, disability, or background – helping to close loopholes and making it safer to raise concerns.
- Better Workplace Standards
The Bill could phase out exploitative practices like certain zero-hour contracts, bring in rights to more predictable working hours, and require minimum notice for shifts.
- Protection Against Unpaid Trials
Any trial shifts would need to be paid at least minimum wage – ensuring no one works for free.
- Support for Unpaid Carers
Workers caring for loved ones would gain the right to take one week of unpaid leave annually, aligning Northern Ireland with the rest of the UK.
What This Means for Hospitality Employers:
If you run or manage a hospitality business, the Bill will bring important new responsibilities:
- Stricter Legal Standards
You’ll need to review and update employment contracts, disciplinary procedures, and HR policies to meet new requirements.
- Higher Risk for Non-Compliance
Failing to meet the standards could lead to more tribunal claims and higher compensation payouts.
- Greater Focus on Record-Keeping
You’ll need to maintain clear, consistent documentation around hiring, contracts, performance management, and any dismissals.
- Potential Cost Increases
Adapting to these changes — from HR resources to legal advice — may add financial and administrative pressures, particularly for smaller businesses.
This Bill will impact every industry, but why will the Hospitality Sector Feel the Changes Most
Our industry relies on flexible staffing and quick decision-making.
This Bill will require:
- Advance notice for work shifts
- Compensation for cancelled shifts.
- Formal dismissal procedures even for casual or part-time staff.
- Fair distribution of tips – with 100% going to workers.
- Equal treatment for full-time, part-time, and casual team members
The goal is to provide a more professional, stable, and respectful working environment for everyone.
Overall, this means:
- Employees will gain more predictability, protections, and support.
- Employers will need to strengthen HR practices and manage compliance carefully.
- Hospitality as a sector will need to adapt, but these changes also offer the chance to attract and retain great talent with better workplaces.
Examples: Hospitality — Before and After the Good Jobs Bill
| Scenario | Before the Bill | After the Bill |
| Shift notice | Worker told late at night to work the next morning | Workers must get at least 7 days’ notice — or extra pay if shorter. |
| Hours worked | Sent home early without pay if it’s quiet. | Workers may be entitled to payment if shifts are cancelled late. |
| Trial Shifts | Unpaid trial shifts often expected | All trial work must be paid at least minimum wage. |
| Dismissal | Staff removed from rota without proper warnings | Employers must follow a formal process with written documentation. |
| Tips | Management may withhold a share of staff tips. |
100% of tips must go directly to staff. |
| Carer’s Leave | Workers had to use holiday time for family care. Workers must get at least 7 days’ notice — or extra pay if shorter. | Right to one week of unpaid carers’ leave per year. |
The Challenges for Employers:
While the Good Jobs Bill aims to create fairer workplaces, it also brings real challenges, especially for smaller hospitality businesses already balancing rising costs and tight margins.
Employers will need to plan, including:
- More structured shift planning.
- Clearer employment contracts.
- Stronger internal processes for dismissals and grievances.
- Ongoing staff training and legal compliance efforts.
For both employers and employees, change is coming, and depending on your role, you may view it differently:
- Employees can expect stronger protections, more predictable working lives, and greater fairness.
- Employers will face higher legal duties, more structured processes, and the need to invest in compliance and people management.
Either way, this marks a new chapter for workplaces in Northern Ireland, with a greater focus on building good, secure, and respectful jobs for the future.