The Northern Ireland Executive’s proposed Good Jobs Bill is set to bring major changes to employment law. The Bill is still under consultation and policy development. However, its aim is clear: stronger worker protections, greater transparency, and new employer obligations in Northern Ireland.
Employers should focus on preparing – especially contracts, workforce structures, and HR policies – before 2026.
Neil Allsopp, Partner at Allsopp Campbell Rainey, advises: “Don’t wait for the final Bill. Early review of practices helps manage risk and disruption.”
Below, we outline what employers need to know now.
What Is the NI Good Jobs Bill?
The Good Jobs Bill is intended to modernise Northern Ireland’s employment framework, bringing it closer into line with developments elsewhere in the UK and Ireland while reflecting local economic conditions. Following consultation, the Executive has signalled a phased approach, with legislation expected to be introduced in advance of implementation from 2026 onwards.
Some details may change, but the consultation highlights three areas that matter most for employers.
1. Zero-Hours Contracts – Tighter Controls Likely
The Bill would restrict zero-hours contracts, mainly where workers have regular or predictable hours.
Key points for employers:
• greater rights for workers to request a contract reflecting average hours
• limits on exclusivity clauses
• potential compensation where shifts are cancelled at short notice
Businesses using flexible staffing, especially in hospitality, retail, and care, must assess potential challenges under the new rules.
2. Flexible Working – A Shift in Expectations
The consultation signals a move toward making flexible working the norm rather than the exception.
Employers should anticipate:
• expanded rights to request flexible working from day one
• tighter timelines for responding to requests
• a requirement to give clear, reasoned decisions
Clear policies and manager training on flexibility are vital to prevent disputes over requests.
3. Pay Transparency – Greater Openness on the Horizon
Improved pay transparency is another key part of the Good Jobs Bill. The aim is to address inequality and build trust at work.
Proposals include:
• clearer pay information in job advertisements
• restrictions on asking candidates about salary history
• enhanced reporting obligations for larger employers
Most employers must reassess their pay, progression, and recruitment processes to ensure compliance.
What Employers Should Be Doing Now
Although the final legislation is still to come, employers can take practical steps now to reduce future risk:
• review employment contracts and working-hour arrangements
• audit flexible working and zero-hours practices
• ensure HR policies are clear, consistent, and up to date
• train managers on handling requests and documenting decisions
• seek early legal advice where workforce changes are planned.
Andrew Campbell, Partner at Allsopp Campbell Rainey, adds: “The businesses that adapt most smoothly will be those that treat the Good Jobs Bill as a strategic planning issue, not just a legal one. Early engagement allows employers to align compliance with commercial realities rather than reacting under pressure later.”
Looking Ahead to 2026
The Good Jobs Bill will reshape employment in Northern Ireland. SMEs, in particular, must closely follow upcoming details.
Allsopp Campbell Rainey will continue to monitor developments closely. In the meantime, employers who take proactive steps now will be better placed to manage change, retain talent, and minimise the risk of disputes.
For tailored advice on how the Good Jobs Bill may affect your business, contact Neil Allsopp, Andrew Campbell or anyone on the Allsopp Campbell Rainey team.