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It’s a very important period for employers with the Employment Rights Bill currently in its final Parliamentary stages, with the last few amendments and checks to be made before it officially becomes law.
The Employment Rights Bill is set to modernise the rights of employees in what will be one of the biggest transformations in the country’s history.
There are several changes expected to pass that all employers will need to know and ensure they understand, so they can implement changes to abide by the new regulations.
Given how quickly things are likely to move, it’s important you understand what is in the Bill and have a plan in place to ensure the transition is smooth.
What is expected to change when the Employment Rights Bill is introduced?
Employers should prepare for a host of changes that will require them to take action and meet the new regulations in place.
There will be changes to unfair dismissals, flexible working, family rights, including maternity and parental leave, redundancy, the removal of zero-hour contracts, statutory sick pay and day one rights.
Day one rights is one of the bigger changes, as once the Bill passes, there will be day one rights in place for statutory sick pay, protection from unfair dismissal, as well as paternity and parental leave.
The Bill has made a concerted effort to enhance family rights with the introduction of day one rights for paternity and parental leave. There will also be enhanced protection measures from dismissal during pregnancy leave and a new right to bereavement leave will also be introduced.
Changes to unfair dismissals are also likely to pass, with the two-year qualifying service for unfair dismissal claims set to be removed. This also coincides with a new rule for employers, where you will be able to operate a probation period during which an unfair dismissal test will apply.
There will be strong rights for flexible working in which the threshold for employers to say no will be much harder. Zero-hour contracts are set to be removed and replaced with a working contract that reflects their regular hours.
Employers should also be prepared for changes around equality reporting. The Bill is proposing that larger employers publish menopause and gender pay gap action plans and publish ethnicity and disability pay gap figures.
How can employers adapt to the changes ahead?
The best approach employers should take is a proactive one, to understand the new regulations, when they could come into effect, and put a plan in place that helps manage and implement changes.
You will need to analyse all employee contracts, know what is included and look at what needs to be included once the Employment Rights Bill passes. Knowing this now means you can draft up new contracts and put them in place once aspects of the Bill become law.
You should also discuss the Bill with your senior team and any HR employees, so you can prepare and plan. Planning ahead of time gives you a better chance of managing the changes, leading to less disruption within your company.
If you have any queries about the upcoming Employment Rights Bill, our employment law experts can help.
Our team can answer your questions, help you look at the legal requirements for contracts and help you analyse your strategy to tackle the Bill.
For all Employment Rights Bill queries, contact our team.
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