As the Employment Rights Bill makes its way through Parliament, there’s a flicker of hope that real change might be coming for women in the workplace. Promising stronger maternity protections, flexible working from day one, and better conditions for those on zero-hours contracts, it’s being described as the “biggest upgrade to rights at work for a generation.”
But will it truly move the needle?
For women like Moni Mannings OBE, who entered the legal profession decades ago when doors were often closed to women—and especially women of colour—the answer lies not just in new laws but in lasting cultural change.
“It’s been hard,” Moni told the BBC. “So it is really important to make sure that those who are coming behind have the door kept open for them.”
And she should know. Moni moved to London from Pakistan at the age of eight, grew up in a working-class family, and still remembers being told in an interview that women weren’t often offered legal apprenticeships because they “tend to go off and breed.” Fast forward to today, she sits on the board of major companies like the Co-op and Landsec. But the journey was uphill—and lonely.
“There were very few women. There were certainly no women of colour. And even more than that, so few people from working-class backgrounds—which actually felt like an even bigger barrier.”
It’s these intersections—gender, race, class—that still shape women’s experiences at work today.
Progress… but not fast enough
While the number of women in boardrooms has increased—43% of FTSE 350 board roles in 2024 are held by women—that doesn’t mean women are equally represented in senior leadership. Just 33% of FTSE 100 executive committee roles are held by women.
One leader trying to shift this from the inside is Meagen Burnett, Chief Financial Officer at Schroders. With nearly two-thirds of their board made up of women, they’re a rare example of what’s possible.
“It’s really important for the diversity of thought that we bring,” Meagen said. “But it’s a slow grind to change—and I would love to see more young female talent.”
What the bill promises
If passed, the Employment Rights Bill will bring in a host of changes aimed at improving fairness and flexibility at work. Here are some key highlights:
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Flexible working as the default: Employees could request flexible working from day one, and employers would have to prove it’s “unreasonable” to deny it.
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Better protections for zero-hours workers: Advance notice of shifts would be required, along with compensation for cancelled shifts.
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Stronger parental rights: Unpaid parental or bereavement leave would become a legal right from day one of employment.
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Maternity protections strengthened: Though details are still being worked through, this is a key area of reform.
But not everyone is on board. Some business groups are pushing back, warning of the £5bn annual cost to firms. Others worry the bill doesn’t go far enough, fearing that compromises to “keep everyone happy” will dilute its impact.
So, will it help women?
Yes—but only if companies go beyond box-ticking. Rights are only part of the picture. Representation, inclusion, and lived experience matter just as much.
If the bill becomes law, it could offer a stronger foundation for women—especially those juggling care, those in low-paid or insecure work, and those breaking into male-dominated industries. But it will be the implementation—and the culture change—that determines whether it actually helps women rise.
Because, as Moni reminds us, it’s not just about getting in the door. It’s about holding it open for those coming next.