Yesterday marked a significant milestone as the Labour government unveiled the much-anticipated Employment Rights Bill, an initiative aimed at redefining the landscape of workers’ rights in the UK.
First thing to note – the changes still have to go through consultation so early predictions are that they may not come in till 2026!
So, what’s in the Bill? Here are some of the pivotal changes it proposes:
- Protection from Day One: Employees will have protection against unfair dismissal right from their first day on the job, empowering workers and promoting job security.
- Statutory Probation: The introduction of a statutory nine-month probation period for new hires aims to ensure a balanced approach to employee evaluation and support.
- Parental and Bereavement Leave: The Bill establishes parental and bereavement leave from day one, recognising the importance of family and emotional well-being in the workplace.
- Ending Zero-Hour Contracts: While putting an end to exploitative zero-hour contracts, the legislation also allows workers the option to remain on such contracts if they choose.
- Ban on Fire and Rehire: The controversial practices of “fire and rehire” and “fire and replace” are set to be abolished, ensuring greater job security for employees.
- Making Flexible Working the Norm: The Bill seeks to normalise flexible working arrangements, reflecting the evolving needs of the modern workforce.
- Stronger Protections for pregnant women and new mothers: Enhanced dismissal protections for pregnant women and new mothers aim to safeguard their rights during a crucial period of their lives.
- Establishment of a Fair Work Agency: This new agency will focus on enforcing rights such as holiday pay, ensuring that workers are treated fairly and justly.
- Single Worker Status: The Bill proposes a move towards a single status of worker, simplifying rights and entitlements across the board.
- Strengthened Statutory Sick Pay and a Review of National Minimum Wage: These measures will bolster financial security for employees during periods of illness and ensure that wages keep pace with the cost of living.
Companies can take proactive steps to adapt to the proposed changes by reviewing their current policies and practices. Begin by assessing your existing probationary periods; if you don’t currently have them in place, consider implementing them for new hires. Open communication with your staff is essential—engage them in discussions about any upcoming changes and gather their feedback. Additionally, evaluate your terms and conditions: if you employ zero-hour workers, explore the possibility of offering them regular hours or transitioning to more stable contracts. Finally, consider enhancing your flexible working arrangements to better meet the evolving needs of your workforce. By taking these steps now, you can position your organisation for a smoother transition when the new regulations take effect.
As we navigate the implications of the Employment Rights Bill, rest assured that we are here to support you through these changes. Our team is committed to keeping you informed with the latest updates and insights, ensuring that you understand how these new rights may affect your organisation and workforce.
