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The Biggest Changes in a Generation for Employee Rights - What Employers Need to Know

Described as the most significant overhaul of UK workplace rights in a generation, the Employment Rights Bill has been introduced by the Government. Although the changes offer promising improvements for workers, many of these reforms will require up to two years to be put into effect after consultations. Therefore, as an employer, it is essential to begin preparing now to mitigate potential risks and guarantee compliance.



What Are the Key Changes?

The Bill targets several important areas, including:

  • Zero-hours contracts: Employees on low-hours contracts will now have the right to switch to guaranteed-hours contracts if they’ve been working regular hours over a set period, providing more job security.

  • Unfair dismissal protections: The current two-year qualifying period for protection against unfair dismissal will be abolished, meaning employees will be entitled to these protections from day one.

  • New rights from day one: Employees will also be entitled to key benefits like parental leave, paternity leave, and bereavement leave immediately upon starting a job.

  • Statutory Sick Pay (SSP) enhancements: Changes to SSP will remove the lower earnings threshold and eliminate the waiting period, making it easier for all workers to access sick pay from the start of their illness.

  • Flexible working as the default: All employees will have the right to request flexible working unless an employer can demonstrate a valid reason why it wouldn’t be feasible.


Future Changes Under Consultation

Some changes will require further consultation, including:

  • The right to disconnect: Preventing employees from being contacted outside of work hours, except in emergencies.

  • Ethnicity and disability pay gap reporting: Large employers may soon be required to report on these pay gaps, similar to current gender pay gap reporting.

  • Simplifying employment status: A shift to a clearer framework that distinguishes between employee rights based on worker status is being considered.


Why You Need to Act Now

Although some of these changes may take time to be implemented, it’s vital to begin understanding how these new laws will impact your business. Waiting too long could expose you to legal risks, compliance issues, and potential disputes with your workforce.


This is where Nicholl HR can help. Whether it’s adjusting contracts to reflect the new rules, advising on flexible working policies, or ensuring you’re prepared for pay gap reporting, I’m here to provide expert HR support every step of the way.


Want to learn more about these upcoming changes? Join our FREE lunch and learn on Tuesday the 29th of October 2024 at 12pm:


Don’t delay—get in touch now to safeguard your business as these significant changes roll out. I offer practical, tailored guidance to make sure your company is compliant and your workforce protected.


For expert support on navigating the new employment laws, contact me at:


Protect your business—reach out today to ensure you’re fully prepared for the future of employment law.

 
 
 

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