New Employment Bill Introduced…

This month also saw the introduction of the Labour government’s Employment Bill which the government claim will aim to improve job security, worker rights, and overall fairness in employment. The bill was introduced into the House of Commons on 10 October and will now go through a process of consultation expected to last into next year with most reforms no earlier than 2026.

Here’s a breakdown of its key measures:

Increased Job Security and Predictability: It seeks to end exploitative practices like zero-hours contracts by enforcing rights to predictable hours, shift notice, and compensation for last-minute cancellations. It also targets unfair “fire and rehire” tactics, automatically treating dismissals as unfair when they force workers into new, unfavourable contracts.

Day-One Protections and Family-Friendly Rights: The bill offers day-one protections against unfair dismissal, with a probationary period for some roles. Family rights are enhanced, providing immediate access to paternity leave and parental leave, bereavement leave, and protection from dismissal during pregnancy and up to six months post-return.

Promoting Fairness and Equality: Measures to tackle workplace harassment include requiring employers to prevent sexual harassment, protect employees from third-party harassment, and consider harassment concerns as protected disclosures. The bill also aims to bridge gender pay gaps and support menopause in the workplace.

Fair Pay for Fair Work: Statutory Sick Pay becomes accessible to more workers by removing limits and waiting periods. Additionally, it supports fair pay in social care and school staff, protects tips for workers, and ensures fair treatment for outsourced employees.

Empowering Trade Unions: The bill restores and strengthens trade unions’ ability to represent workers, repealing restrictive legislation and improving union access and protections against blacklisting.

Better Enforcement with a Fair Work Agency: A new Fair Work Agency will enforce these rights, oversee agency regulations, wage enforcement, sick pay, and more.

Understandably, we are already being asked if we can anticipate these changes when drafting contracts and policies for employers. However, the reality is that the details will not become clear for some time yet.

We would therefore encourage employers to maintain their current contracts and policies based on the law as it stands at the moment and we will continue to report on the changes proposed and the steps employers might start to take in anticipation of these coming into force as the Bill progresses over the coming months. Meanwhile, if you want to delve further into the detail in the Bill the government has produced various factsheets which can be accessed HERE.

Please get in touch if you have any questions regarding the issues discussed in this article.

E: help@jma-hrlegal.co.uk / T: +44 (0)1252 821792