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The UK employment landscape is undergoing a seismic shift. The King's Speech on 17 July 2024 outlined a bold agenda for workers' rights, with the upcoming Employment Rights Bill promising sweeping changes. It’s a cornerstone of the new Labour Government's agenda, which promises a wave of new regulations with significant implications for HR professionals and businesses.
From expanded worker protections to a crackdown on exploitative practices, businesses must adapt to stay compliant and competitive.
Staying informed is crucial to navigate this complex terrain. Navigating the new employment landscape requires expert guidance.
Join our webinar, "Employment Law Changes: What to Expect and How to Prepare," on September 12th at 9:30 AM to hear valuable insights and practical advice from Jenny Arrowsmith and Helen Kidd, Employment Law Partners at Irwin Mitchell LLP.
Learn more and register for our webinar
The proposed Employment Rights Bill introduces a multi-pronged approach, aimed at empowering workers and promoting fairer practices. Here's a breakdown of some key areas of focus:
Day-One unfair dismissal protection: This groundbreaking reform grants employees the right to challenge unfair dismissal from their first day of employment. What does this mean for probation periods? Find out in our upcoming webinar.
Enhanced parental leave and sick pay: Expect broader access to parental leave and bolstered sick pay entitlements from day one of employment, too.
Ban on zero-hours contracts: Businesses will likely need to offer contracts that reflect actual working hours. Additionally, employees will have the right to receive reasonable notice of shift changes and compensation for cancelled shifts.
Stricter regulations on 'Fire and Rehire': A section of The Bill aiming to significantly restrict the practice of dismissing and re-engaging employees solely to alter their contractual terms to suit employers.
Increased power for Trade Unions: The bill is likely to enhance the powers of trade unions, potentially increasing their influence in the workplace.
Mandatory ethnicity and disability pay gap reporting: Employers with over 250 employees will be required to report ethnicity and disability pay gaps, mirroring existing gender pay gap reporting.
While the full scope of these changes is still unfolding, proactive planning is crucial for businesses. Here are some key steps to take:
While the Bill details continue to be finalised, it's important to understand when the changes - whatever the final ones may be – will come into effect. The Government has committed to introducing the Employment Rights Bill within its first 100 days in power, ending on October 13th, 2024. However, the implementation of specific measures is likely to be staggered.
It's important to note that while some changes might be swift, others could take longer to materialise. Stay updated on government announcements and consult with legal experts to ensure your business is prepared.
The proposed changes will undoubtedly reshape the employment landscape. Employers must adapt their strategies to comply with new regulations and maintain a competitive edge. Key areas of focus include:
Michael Page can help you navigate these challenges and seize opportunities. Our team of experts can provide tailored advice and support to ensure your business is well-prepared for the future of work. From HR Advisory to taking the leg work out of sourcing compliant candidates.
Contact us today to discuss your specific needs.
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