The recent UK’s Employment Rights Bill introduces one of the most significant employment law changes in recent years, aimed at improving fairness and security in the workplace. Covering everything from zero-hours contracts to flexible working rights, these updates are expected to roll out over the next year or two and will impact businesses of all sizes. As employers prepare, it’s essential to understand what each change entails and how it could shape workplace dynamics. From day-one dismissal rights to stricter rules on redundancy consultations. Here’s a closer look at what’s coming and how businesses can stay ahead.
1. Day-One Rights: Immediate Protections for New Hires
New hires will soon have the right to claim unfair dismissal from day one, a significant shift from the current two-year wait. This change, likely effective within the next year, means businesses will need fair, structured onboarding processes from the start.
2. Increased Security for Zero-Hours Workers
Zero-hours workers will gain protections like guaranteed hours for consistent shifts, advance shift notice, and compensation for last-minute cancellations. These updates aim to improve financial stability and are anticipated to come into effect soon after the bill passes.
3. Flexible Working as the New Default
Flexible working will become standard where practical. Employers must provide written, reasoned refusals, ensuring greater access to work-life balance options. This provision is expected to go into effect within the next 12 months.
4. Statutory Sick Pay and Inclusive Bereavement Leave
Sick pay will now start from the first day of absence, with no lower earnings threshold, and bereavement leave will expand to cover all close relationships. Anticipated to start next year, this change enhances support for employees during difficult times.
5. Employer Responsibility for Third-Party Harassment
Employers will soon be liable for preventing harassment by clients, vendors, or customers. This change, likely effective within the coming months, requires businesses to implement proactive anti-harassment measures.
6. Gender Equality and Menopause Support for Larger Companies
For businesses with over 250 employees, formal plans for gender pay gap action and menopause support will soon be mandatory. Although smaller businesses aren’t directly affected, these changes encourage a more inclusive workplace culture overall.
7. Fairer Redundancy Processes
For businesses facing layoffs, new requirements mandate consulting employees across the entire company, not just by location. This will create a more transparent, consistent process and is expected to be enforced once the bill is in effect.
How to Prepare Your Business
These changes may seem overwhelming, but each one offers an opportunity to build a more inclusive and fair workplace. Start by reviewing your policies, training HR teams, and considering expert HR guidance.
Venton’s HR team is here to help you navigate each change, providing support on everything from policy updates to implementing flexible working practices. Contact us today for expert advice to keep your business compliant and employee-friendly!
How to Prepare Your Business
To effectively adapt to these changes, start by reviewing your current policies and procedures. Ensure your onboarding processes are compliant with the new day-one rights. Update contracts and handbooks to reflect the new provisions for flexible working, sick pay, and redundancy processes. Training staff on the new policies and their implications is also crucial for smooth implementation. Engaging with your HR team or consultants can provide valuable insights and help streamline the transition.
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