The Employee Rights Bill is another reminder that senior leadership roles are becoming more constrained – not less.
With major provisions due to come into force this year, the Bill signals a shift towards greater protection, increased scrutiny and a narrowing margin for error in senior people decisions – particularly in regulated industries such as Government, Defence, Education and Transport.
Not because of the legislation itself – but because of what it signals. Senior leaders are increasingly operating in environments where:
- Employment risk is higher
- Decision-making is more visible
- Flexibility is harder to preserve
- The consequences of getting senior appointments wrong are amplified
In this context, executive recruitment can no longer be treated as a transactional exercise.
We’re seeing boards and executive teams rethink how they access senior capability – especially during periods of change or uncertainty. For many, this has led to a more deliberate use of interim leadership: experienced leaders who can step in quickly, operate with authority, and lead through complexity without locking organisations into long-term risk.
At Veredus, our role increasingly sits upstream of the appointment itself:
- Advising on leadership risk and capability gaps
- Stress-testing roles against the realities of the operating environment
- Supporting senior appointments – interim and permanent – where judgement, credibility and adaptability matter as much as experience
The Employee Rights Bill doesn’t reduce the need for strong leadership. It raises the bar for it.
And in constrained, highly regulated environments, confidence in senior appointments is no longer a “nice to have” – it’s a governance issue.
Get in touch to discuss your leadership requirements with us.