Get the latest updates regarding the Employment Rights Bill and understand what it means to you as an employer.
On the 13th June 2024, Labour announced their plans to 'Make Work Pay'. The Employment Rights Bill is set to make 28 changes to the existing employment law. Designed to deliver economical security, and growth to businesses, workers and communities.
These changes will impact employers up and down the country, and getting them wrong could land you in a costly employment tribunal claims with the average cost of £11,914.
Our employment law experts are on hand to help you navigate the new changes and ensure that your business is remaining compliant.
Employment Rights Bill Legislation Has Now Been Passed. Download Our Free To Use Key Dates Implementation Roadmap today.
The House of Commons have dropped the day one right to unfair dismissal and have instead agreed to move forward with a 6 month qualifying period. This still needs to go through formal government process and will represent a huge change for employers and will mean a massive shift in mindset and in practical procedures.
The Employment Rights Bill has now passed and confirmation has been communicated of all the new laws that employers will be facing over the next two years.
Watch this free summary, outlining all of the key changes and what you should be doing as an employer.
The government are looking to lift the cap for the current compensation limit for unfair dismissal which currently stands at £118,000. This change would put employers at even greater financial and reputational damage in the event of an unfair dismissal being proven by an employee.
These changes are part of the first phase of the new Employment Rights Bill, more has been announced to form part of the Governments longer-term visions.
Strengthened existing rights. This will build upon maternity and redundancy rights.
Ending fire and rehire schemes. This reform will implement 'effective remedies against abuse and replace the inadequate statutory code.'
Ban on some zero hour contracts. Employers will be obligated to offer their employees regular hours. Including providing reasonable notice and compensation for shift changes or cancelations.
Flexible working for all. Labour have announced that employees will be able to request a four day week will be a day one right.
Extended probation periods. This will allow employers to carry out thorough assessments on new employees.
Improved sick pay rights. They've proposed removing the lower earning limit (LEL) and waiting period for sick pay.
Legal protection for pregnant women. The change will make it unlawful to dismiss a pregnant woman during and in the six months following her maternity.
Changes to unfair dismissal legislation. This change proposes to amend how long an employee must be in employment before being able to raise a tribunal claim for unfair dismissal.
Duty to prevent sexual harassment. Employers will be obligated to take proactive steps such as investigating breaches and building action plans to prevent sexual harassment in the workplace under the Workers Protection Act.
Changes to the current Statutory Sick Pay system plans to support employees through their illness, and allow them to take the time they need to recover with financial security.
Are you ready for the biggest changes in a generation? Take a look at our download here to learn all about the changes.
Changes to the way unfair dismissal works has left a lot of employers asking what this change means for them, and how it will affect their existing processes.
Are you up to date with the Employment Rights Bill changes and what it means to your business? Test your knowledge with our Employment Rights Bill Risk Checker Questionnaire.
Speak to one of expert employment law consultants today for fully compliant advice.
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