Shakira joyner Blog at personology.
In the Labour campaign, they pledged to revolutionise employee rights with changes in employment law that would put employees first. They’ve announced their proposed changes after much hype.
The ‘Employment Rights Bill,’ which will be published on 10th October, 2024, aims to tackle insecure work and low pay. It also addresses day-one rights, exploitation, and workers’ rights. Labour said that this document “sets out the next steps in our mission to affect change and make work pays.”
The Employment Rights Bill: Key Topics
Day-One Rights & Unfair Dismissal
The two-year qualifying period for unfair dismissal will be removed and replaced with a new nine-month statutory probationary phase. Once the details of the proposals are revealed in the consultation document, there will be more to say.
Statutory Sick pay from the First Day
Start statutory sick pay on the first day of illness, not on the fourth. The lower income limit for eligibility is also removed.
No more Fire & Replace or Fire & Rehire
Limiting the ability of employers to fire and hire employees who are fired for refusing to accept a contract change – treating these dismissals automatically as unfair. This measure is sure to be controversial among business leaders who don’t want to make major changes to their business.
Reduce Zero Hours Contracts
Workers on low-hours guaranteed contracts and zero-hours contract the right to switch to a guaranteed hour contract, as well as a’reasonable notice’ of shift changes. These measures aim to provide employees with “a baseline of predictability and security” as well as to fulfill Labour’s promise to “end one-sided flexibilities in the workplace”.
From Day One, Flexible Working Rights
The current rules on flexible working are being changed in a small but important way. The request for flexible work should be a right that everyone has from day one, except when it is not reasonable feasible.
Extending Family Leave Provisions
Enhance maternity protections to include entitlement to maternity payment from the first day of employment, removing current six-month provision. A proposed ban on firing new mothers after their return to employment for a protected extended period of six months.
Day One of Parental & paternity Leave
Making parental and paternity leaves day-one entitlements – eliminating the requirement for one year of service or 26 weeks.
How to Deal with Third-Party Harassment
Introduce a new, entirely different provision that requires employers not to tolerate harassment by third parties, such as customers, clients or suppliers.
Protection Against Sexual Harassment
The Employment Rights Bill proposes to make an allegation of harassment a “protected disclosure” for purposes of whistleblowing laws. It also seems to reinstate full protection of employees against harassment from third parties.
Equality Action Plans for 250+
Future Regulations could require employers with over 250 employees to produce “Equality Action Plans” on gender (including gender pay gap and menopause).
Bereavement leave from the first day
Introduce a new right to bereavement that employees will have at least a week. The right to bereavement is currently limited to only parents who have lost their child.
Changes in Employment Status
There are currently three categories of workers in terms of employment law: employees, workers, and self-employed, and there are two categories for tax purposes (employed and unemployed). Recent high-profile cases have helped determine whether someone is truly employed and, therefore, eligible for employment benefits such as holiday pay or the minimum wage.
Trade Union Rights
It is important to make it easier for unions to act and to force employers to inform their workers about their right to join trade unions.
‘Right To Disconnect’ Snoozed
The ‘Right to Disconnect,’ is not one of Labours hot topics. However, they do plan to include it in the near future.
Summary: What will the proposed changes to employment law mean for businesses?
* Employees’ employment rights will be enhanced.
* Employees are more likely to file a complaint against their employers.
* Costs for employers will rise – costs of hiring people.
Employment will become less flexible for businesses.
The laws will be more effective with better enforcement.
Before a change can become law, it must be approved by the parliamentary committee and undergo consultation. Businesses will have to be prepared and compliant by the date of enforcement if the proposed reforms become law.
Every employer must understand these changes and make them part of their business when they become law. Businesses are at risk if they fail to comply with the new employment laws.
Proactively implementing the changes to employment laws early will allow for a smooth transition. It also shows that you are a good employer who puts employee welfare above all else – this is what your employees wanted! Personology can help you get ahead in HR with proactive and strategic strategies.
Summary Of Proposed Employment Law Amendments – Oct 2024 originally appeared on Human Resources News.
