Deputy Prime Minister Angela Rayner proposes flexible probation periods to address long-term sickness leave.
- The proposal aims to reduce the risk for employers rehiring long-term sick workers.
- Inspired by Ireland, the plan allows extending probation up to a year for exceptional cases.
- Labour balances reform with its promise of rights from the first day of employment.
- Unions and business leaders debate the implications of extended probation on workers’ rights.
Deputy Prime Minister Angela Rayner, alongside Business Secretary Jonathan Reynolds, is championing a proposal for ‘flexible probation periods’ as a component of a comprehensive approach to decrease the recorded 2.8 million workers on long-term sickness leave. The core objective of this initiative is to incentivise employers to reintegrate staff members who have been absent due to extended illnesses, mitigating concerns over potential legal challenges should the rehiring not succeed.
This proposal draws inspiration from a similar framework in Ireland, where standard probation periods last six months but may be extended to up to a year under exceptional circumstances, including cases of prolonged illness. Such an adjustment seeks to foster a balanced approach where businesses can cautiously hire without immediate fear of legal repercussions while addressing Labour’s commitment to bolstering employment rights.
This initiative forms part of Labour’s broader commitment to revamp workers’ rights during their initial 100 days in power, with efforts underway to finalise pertinent agreements. Presently, employees must complete a two-year tenure to avail full employment rights, such as protection from unfair dismissal, under the existing regulatory scheme.
The unions have expressed likely opposition, advocating for universal day-one employment rights to be applicable to all, including those returning post-illness. They view the potential extension of probationary periods as a critical issue in the broader discourse concerning employment rights.
In recent discussions held with labour unions and business figureheads, Mr. Reynolds acknowledged the importance for businesses to feel assured that rehiring individuals with intermittent work patterns will not subject them to unique risks. Many within the business sector anticipate that more sophisticated regulations, like day-one employment rights, would probably be realised by 2026.
The proposed flexible probation periods spark significant debate on balancing employment rights and business needs, highlighting the complexity of employment reform.
