Last week, the King’s Speech outlined Labour’s plans for the Employment Rights Bill – new employment law legislation which they say will “ban exploitative practices and enhance employment rights”.
Below is what the Employment Rights Bill is set to include according to the Prime Minister’s briefing notes:
New day-one rights – entitlement to parental leave, sick pay, and protection from unfair dismissal from day one of employment (unfair dismissal rights will be subject to probationary periods).
Ban on zero-hours contracts – providing workers with the right to a contract that reflects the hours they regularly work and reasonable notice of any changes in shifts (with “proportionate” compensation for any cancelled shifts).
Ending ‘fire and rehire’ – reforming the law to provide effective remedies and replacing the Government’s “inadequate” statutory code. The wording of the briefing note suggests that this won’t be an outright ban but it’s likely to restrict the practice heavily.
Strengthening Statutory Sick Pay – removing the waiting period for SSP meaning it will be available to sick employees from their first day of absence, along with removing the lower earnings limit to make it available to all workers irrespective of their pay.
Flexible working from day one – to become the default position for all workers from the start of their employment. Employers will be required to accommodate this as far as “reasonable”.
Greater protection for new mothers – making it unlawful to dismiss a woman who has had a baby for six months after her return to work (except for certain circumstances, not yet provided).
Trade unions and industrial action – repealing minimum service levels in relation to industrial action, simplifying the process of statutory recognition for trade unions, and a right for workers and union members to access a union within the workplace.
Fair Work Agency – to be established to strengthen enforcement of workplace rights.
Social Care and Education – introducing a Fair Pay Agreement in the adult social care sector, and reinstating the School Support Staff Negotiating Body in the education sector.
We await the Employment Rights Bill for more detail. We’ll update you when we know more! If you have any questions in the meantime, get in touch.
