The Government has outlined more details about its Employment Rights Bill, the biggest shake up of employment law in a generation.
Under the plans, exploitative zero-hours contracts and fire and rehire practices will be banned. Workers will also have basic employment rights, such as paternity and maternity leave, from day one, as well as protection from unfair dismissal. The bill also introduces right to bereavement leave from day one.
The Prime Minister’s Office said the new legislation ‘will replace out-of-date employment laws, helping to boost pay and productivity with legislation fit for a modern economy’.
New measures to help make the workplace more compatible with people’s lives will also be introduced, including making flexible working the default where practical.
As it stands, the Government’s Employment Rights Bill will:
- Give protection against unfair dismissal from day one, while allowing employers to operate probation periods
- Establish parental and bereavement leave from day one
- End exploitative zero hour contracts
- End unscrupulous practices of fire and rehire and fire and replace
- Make flexible working the norm where practical
- Deliver stronger dismissal protections for pregnant women and new mothers
- Establish a new Fair Work Agency with new powers to enforce holiday pay
- Strengthen statutory sick pay
‘Clarity for manufacturers’
Commenting on the Employment Rights Bill, Stephen Phipson, CEO of Make UK, the manufacturers’ organisation, said: “The publication of the Bill and implementation timetable will help to give manufacturers greater clarity about this significant overhaul of employment law.
“We support the Government’s efforts to eradicate exploitative labour market practices where they exist, but it is crucial that this is balanced so businesses can operate flexible workforces and recruit the people they so badly need. The legislation begins to set out how this balance might be struck, but getting the detail right is the critical next step of the process.
“Our engagement with the Government and trade unions on the new legislation has been wide-ranging and productive. From the outset of those discussions, we have been clear that this process should not be rushed, giving the Government enough time to ensure there are no unintended consequences and businesses enough time to prepare for the changes to come into effect.
“Government has provided a clear outline for further consultation as the details are refined, with the promise of no changes before 2026. This is a positive sign that the Government is listening to our concerns and we look forward to continuing our constructive dialogue and ensuring our members’ views are heard”.
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