What’s next for UK employment law?

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.

How can employers prepare?

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

Key changes on the horizon

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:

Expanded worker rights

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.

Curbing exploitative practices

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.

Strengthening worker representation

Increased power for Trade Unions: The bill is likely to enhance the powers of trade unions, potentially increasing their influence in the workplace.

Diversity and inclusion focus

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.

Preparing for the future

While the full scope of these changes is still unfolding, proactive planning is crucial for businesses. Here are some key steps to take:

Review and update policies: Ensure your existing policies and procedures comply with upcoming legislation.
Build strong employee relations: Foster open communication and build trust with your employees.
Seek expert guidance: Partner with legal and HR specialists to navigate the complexities of the new regulations. Explore Michael Page HR Advisory for a partner in people transformation.

Key timings: When will these changes take effect?

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.

What does this mean for you as an employer?

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:

Reviewing employment contracts and policies to ensure alignment with upcoming legislation.
Strengthening HR capabilities by building a robust HR function to manage the increased complexities.
Prioritising employee wellbeing by investing in initiatives to support employee mental health and work-life balance.
Embracing diversity and inclusion by implementing strategies to address pay gaps and create an inclusive workplace.

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.

Get in touch