Today, 10 October 2024, the UK government has published the Employment Rights Bill-a package of employment law reform that will constitute one of the most significant updates in recent years. These reforms are part of a package of measures to improve economic security for workers and businesses, and could have widespread implications for employers throughout the UK. As the bill now proceeds through Parliament, here are the main highlights about which employers should be informed:
Key proposed changes:
Protection against unfair dismissal from day one: the two-year qualifying period for protection against unfair dismissal is scrapped, giving workers protection from day one of employment; End to exploitative zero-hour contracts and unscrupulous fire-and-rehire practices: the Bill proposes to end exploitative zero-hours contracts and unscrupulous fire and rehire practices.-
Parental, Paternity and Bereavement Leave from Day One: Employees will have rights to parental, paternity, and bereavement leaves from Day One of joining the organization.
Flexible Working as Default: The flexible working becomes the default position unless employers show valid business reasons for refusing requests for this
Stronger Protections for Pregnant Women and New Mothers: It also includes extended protection against dismissal for pregnant women, women on maternity leave, and within six months of returning to work.
Establishing a Fair Work Agency: A new enforcement body will be established to ensure employers comply with employment laws, particularly on holiday pay and statutory sick pay.
This is in line with the Government's aspiration to modernize employment laws in the UK, making the workplace more flexible with modern life but ensuring fairness and security for business and workers alike.
What Happens Next?
The Employment Rights Bill has been passing through Parliament and has not yet attained enactment date. Given the government majority behind the bill, however, the following changes are very likely to be implemented in the near future. In light of that, businesses can be preparing for possible changes as enacted and take this opportunity to consider how that might impact employment in the workplace.
At CCS Law, we follow the movement of the bill in its progression closely, and any consequences for our clients that may arise from the bill. We will continue to update and advise as the details get clearer.
The announcement from the official government is available here.
Contact Us: Should any of these proposed changes have ramifications on your business, please do not hesitate to contact us. Your CCS Law team is available to guide and support you through this transition period.
Disclaimer: This article is intended for informational purposes only and does not constitute legal advice.
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