How the UK Employment Rights Bill Will Impact TEFL Teachers
5 June, 2025
The UK government’s new Employment Rights Bill, introduced in late 2024, promises to reshape workers’ rights across many sectors, including education. For English as a Foreign Language (TEFL) teachers working in the UK, this legislation could bring significant changes to job security, pay, and benefits.
Here’s what EFL teachers need to know about the key provisions in the Bill and how they might affect their working lives.
Enhanced Sick Pay and Leave Rights
One of the most notable changes is the reform of Statutory Sick Pay (SSP). The Bill proposes to provide sick pay from the very first day of illness, removing the current waiting period. Also, the earnings threshold for eligibility will be eliminated, which means more part-time, casual, and agency TEFL teachers will qualify for sick pay.
In addition, the Bill introduces day-one rights for parental leave and bereavement leave, removing the need to wait through qualifying periods. This is a big win for EFL teachers, many of whom may have previously missed out on these benefits due to the nature of their contracts.
Zero-Hours Contracts and Guaranteed Hours
Many EFL teachers work on zero-hours contracts, which offer flexibility but often come without guaranteed income. The Bill doesn’t ban zero-hours contracts but requires employers to offer guaranteed hours if a worker has consistently worked regular hours over a 12-week period. This means EFL teachers could receive more predictable work schedules and, potentially, access to pension schemes and other benefits.
Flexible Working as the Default
The Bill encourages flexible working as the default option where practical, making it easier for EFL teachers to request flexible hours. Employers will need strong reasons to refuse such requests, providing teachers more control over balancing work and personal commitments.
Fairer Dismissal Protection
Currently, employees must work for two years before they can claim unfair dismissal. The Employment Rights Bill removes this qualifying period, offering protection from day one of employment. For EFL teachers, this adds a layer of job security. However, a probationary period of around nine months may still apply, allowing employers to assess new staff fairly.
What EFL Teachers Should Consider
Employment Status Matters: Many EFL teachers work as agency staff or on casual contracts. Some of the Bill’s protections apply only to employees, so it’s important to understand your employment classification.
Agency Responsibility: If you’re employed through an agency, new rules may hold both the agency and the school responsible for your work schedule and payments, reducing last-minute cancellations and unfair treatment.
Contract Changes Ahead?: The shift toward guaranteed hours might affect the flexibility many EFL teachers currently enjoy. It’s worth keeping an eye on how your contracts evolve.
The Employment Rights Bill aims to create fairer, more secure workplaces for all UK workers, including EFL teachers. While the full effects will become clear over the coming years, the Bill signals positive changes for job security, sick pay, and flexible working options.
If you’re an EFL teacher, now’s a great time to review your contract, understand your employment status, and prepare for the new rights and protections coming your way.