On October 10, 2024, the UK Government introduced the Employment Rights Bill, marking a significant overhaul in worker protections. Aimed at addressing long-standing workplace issues, the bill introduces reforms that could reshape UK employment practices.
Here are the key changes:
Day one employment rights
Employees will now be protected from unfair dismissal from their first day on the job, removing the previous two-year qualifying period.
End of zero-hours contracts
The bill aims to reduce exploitative zero-hour contracts by giving workers the right to a guaranteed contract that reflects their actual hours worked.
Ban on fire and rehire
The practice of firing employees and rehiring them under less favourable terms will be banned, requiring employers to explore other ways to negotiate changes.
Enhanced family leave
The bill introduces day-one rights for parental, paternity, and bereavement leave, extending the protections for parents facing redundancy during the early years after childbirth or adoption.
Flexible working as default
Employers will now need strong reasons to refuse requests for flexible working, making it a default option for employees.
Expanded sick pay
Statutory Sick Pay (SSP) will be more accessible, removing the earnings threshold and making it payable from the first day of sickness.
These changes aim to create a more fair and secure work environment, enhancing both worker protections and employer responsibilities in areas such as job security, pay, and workplace conditions. It’s advisable that employers prepare for these changes by adjusting their HR and operational policies, ensuring compliance with the new legislation.
Contact us
For further advice contact our specialist team on 01792 468684 or email enquiries@pgmsolicitors.co.uk.
