The CIPD calls on the government to engage meaningful consultation in order to avoid negative outcomes arising from the Employment Rights Bill.
The representative body of HR and People Development has warned that if it is not implemented, both employers and workers may suffer unintended consequences.
The group urges the government to examine the effects of the reforms holistically before its appearance today (17 December) at the Business and Trade Select Committee’s evidence session.
The CIPD has expressed concern that major legislative changes may be implemented without proper consultation.
It believes that plans to eliminate the single-employer rule on collective redundancies would have a far-reaching effect for larger employers, and many will be forced to engage in constant collective consultations over redundancies.
The CIPD suggested that if it is automatically unfair to dismiss anyone who refuses to accept a change in their employment conditions, this could force firms with severe financial problems to make redundancies.
The government’s consultation was limited to how the new rights for workers with low and zero hours should be applied to agency workers.
Ben Willmott is the head of public policy for the CIPD. He said, “The Employment Rights Bill has major implications for employers across Britain.” The CIPD is in favor of many of the aims and reforms of this Bill. This may require policy changes or refinements on some measures.
He urges the government to look at the effects of reforms holistically, rather than just as individual changes to legislation.
He said: “Many small and micro firms will not have access to HR support, and they are at the greatest risk of noncompliance.”
Willmott said that there are certain areas which need “detailed discussions” due to their complexity and possible impact on business.
He said: “Meaningful consulting with employers and business organisations will ensure that the government upholds its four principles of industrial relations modern – collaboration, accountability, proportionality and balancing workers’, business and wider public interests.”
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