Next month, the government will be introducing the Employment Rights Bill. This bill is expected to lead to the biggest changes to Employment Law in decades.
The Employment Rights Bill is expected to:
Ban exploitative zero-hour contracts, meaning workers will have a right to a contract that reflects the number of hours they regularly work. Workers will also be entitled to reasonable notice of any changes in shifts, with proportionate compensation for any shifts cancelled or curtailed.
Make parental leave, sick pay and protection from unfair dismissal available from day one for all workers – though they have confirmed that employers can still operate probationary periods to assess new hires.
Strengthen statutory sick pay (SSP), removing the lower earnings limit to make it available to all workers, as well as removing the three-day waiting period.
Make flexible working the default from day one for all workers, with employers expected to accommodate this as far as is reasonable.
Strengthen protections for new mothers, making it unlawful to dismiss a woman who has had a baby for six months after her return to work (this excludes specific circumstances).
Establish a new single enforcement body, to be known as the Fair Work Agency, which will be tasked with strengthening the enforcement of workplace rights.
Update trade union legislation, removing restrictions applied by the previous government and simplifying the process of statutory recognition.
Ending ‘Fire and Rehire’ and ‘Fire and Replace’ practices through legislative reform.
What should you do now to prepare for October?
The emphasis has shifted in employment law. This Labour government will prioritise the rights of workers during their tenure and this bill is the first sign of that. Additional day one rights, extra dismissal protection, more trade union activity and increased enforcement procedures are just some of the expected changes.
The incoming Employment Rights Bill is expected to create an avalanche of additional work and costs for small and medium sized business owners. Regardless of the expected impact on your business, this changing of the guard presents a good chance for you to reset and futureproof your HR policies, procedures, and practices.
The HR Dept can help you get ready for the employment law changes in many ways.
HR Audit
Firstly, you need to review your HR practices, the HR Dept can support you with a full robust HR Audit. As a starting point you could take our free HR quiz to see where you are currently, details for this can be found here: hrdept.uk/is-your-business-ready.
Policies and Contracts
You need to review your contract and handbooks to ensure they are up to date and relevant to futureproof your business. We can review and rewrite your contracts and handbooks for you.
Management Training
We can provide management training, to ensure your management team are up to date with the latest employment law regulations, and how to manage employees in the right way, keeping your business compliant.
Ongoing Advice
We provide you with ongoing advice and insights to keep your HR practices working effectively. This can be on a retained contract or pay as you go, we can be beside you every step of the way.
If you don’t want to get caught out and want to get ahead of the game, then visit hrdept.co.uk or call us today on 0191 2838732 for a free no obligation conversation to see how we can support you and your business.