If you have been keeping up with the news, you are probably already aware that Keir Starmer’s Government have recently unveiled the Employment Rights Bill.
They have promised that it will be a “once in a generation” change to our working lives, reshaping the relationship between employees and employers.
What is in the Bill?
The proposed bill includes 28 significant changes, but let’s focus on the key changes that could make a real difference in your experience in the workplace if the Bill is passed:
- There will be greater job security as you will be protected from unfair dismissal from your very first day on the job, subject to a light-touch process during the probationary period.
- If you work regular hours over a certain period, you will have the right to a guaranteed hours contract, providing you with greater financial security while still allowing flexibility if you prefer a zero-hours contract.
- There is set to be a ban on “Fire and Rehire” practices introduced so employers cannot dismiss and re-hire you under less favourable terms except in a limited exception.
- The bill proposes to undo some previous laws that restricted trade union power, which could help you have a stronger voice at your place of work.
- It will make it harder for employers to deny requests for flexible working arrangements, which will be ideal for those looking for a better work-life balance.
- You will have a new right to take time off to grieve.
- If you are pregnant or recently returned from maternity leave, you will have stronger protections against dismissal.
- Minimum wage calculations will consider the cost of living and remove age-based discrepancies to ensure everyone is fairly compensated.
- You will no longer have to wait 3 days before qualifying for statutory sick pay.
- Fathers-to-be will also have greater benefits as they will be entitled to paternity leave from day one of employment.
What’s next?
It is important to remember that this bill is still in the early stages. Before it becomes law, it will go through several discussions and debates in both the House of Commons and the House of Lords.
So, while these changes are exciting, there may still be amendments along the way.
The full details of what these changes will look like will only be clear once the Bill has been finalised, consultations are completed and the associated regulations prepared.
If the Bill is passed, we are unlikely to see many of the changes come into effect until 2026, so be aware that the impact will not be immediate.
If you have any questions or concerns about how these changes might impact your rights at work or if you are facing any employment-related issues, please contact our employment law team.