The anticipated Employment Rights Bill proposes extensive changes designed to enhance employee rights and security.
- Abolishment of two-year wait for unfair dismissal claims, replaced by a nine-month probationary period.
- Statutory sick pay will be given from day one of illness and employment, with no earnings limit.
- Zero-hours contract workers can shift to guaranteed hours, aiming to end one-sided flexibility.
- Flexible working rights become immediate from day one, contributing to a more adaptable workplace.
The Employment Rights Bill, recently announced, seeks to significantly overhaul existing employment legislation with measures focused on improving job security and employee rights. The legislation aims to address crucial issues such as insecure work and low pay, establishing a more balanced work environment.
Removing the two-year qualification for unfair dismissal claims represents a notable change, introducing a new nine-month statutory probationary period. This reform aims to provide employees with greater protection from day one, fostering a fairer workplace dynamic.
Under the proposed legislation, statutory sick pay will commence from the first day of illness or employment, abolishing the lower earnings threshold. This initiative ensures that employees are financially supported from the onset of their employment or sickness absence.
Workers on zero-hours contracts are set to benefit from a right to request more predictable hours. This change promises security and predictability in employment, tackling the issue of ‘one-sided flexibility’ currently prevalent in workplaces.
The legislation also pushes forward flexible working rights to become an automatic entitlement from day one, unless specific exceptions apply. This adjustment is poised to create a more adaptable and inclusive working environment that caters to individual needs.
Notably, the bill proposes day-one rights for parental and paternity leave, expanding existing provisions which demanded a longer service period. Enhanced maternity protections include entitlement to maternity pay starting from day one and safeguard against dismissal for six months post-return to work.
Moreover, the bill targets harassment, requiring employers to prevent third-party harassment and categorising sexual harassment allegations as ‘protected disclosures’ under whistleblowing rules. This reinforces employees’ safety and empowerment in addressing harassment issues.
Companies with over 250 employees might need to implement Equality Action Plans, focusing on gender disparities and other equality issues, reflecting a commitment to workplace diversity and inclusion.
Finally, the bill addresses bereavement leave, offering a new right to at least a week off from day one, ensuring workers have adequate time to grieve without the drawback of employment conditions.
The proposed Employment Rights Bill marks a significant step towards a more equitable workplace, mandating changes that require businesses to adapt for enhanced compliance and fairness.
