Insights

The Employment Rights Bill 2024

The Employment Rights Bill was announced as part of the King’s Speech on 17^th July. The Bill – includes a list of measures that will be put into place and aim to “ban exploitative practices and enhance employment rights”.

The government are referring to the Bill as “the biggest upgrade to workers’ rights in a generation.”

The Employment Rights Bill was promised by Labour within the first 100 days of their coming into power, though it should be noted that the Bill will take longer than those initial 100 days to move through Parliament, and as such these changes will likely not come into effect until 2025.

What’s changing? 

• Banning zero-hours contracts
  • Ensuring workers have a right to a contract that reflects the number of hours they regularly work. They will also be granted reasonable notice of any shift pattern changes.

• Day One rights
  • Various rights will be available to all workers from their first day of employment, including:
    • Parental leave
    • Sick pay
    • Protection from unfair dismissal

• Effects on fire and rehire
  • The government recognises that restructuring is important to business survival when there is no alternative. Fire and rehire is not being banned, however, a reform to the law and new code of practice will “provide effective remedies against abuse”.

• Flexible working hours
  • The right to flexibility will be made default, and employers will be required to accommodate flexible working as far as is reasonably possible.

• New mothers
  • Measures will be put in place to ensure mothers who return from maternity are protected from dismissal within six months after returning to work – barring specified circumstances.

• Trade unions
  • Repealing much of the Conservative’s trade union laws, the Bill will:
    • Simplify union recognition procedures
    • Allow the use of modern technology for union ballots
    • Place a duty on employers to regularly inform and remind workers of their right to join a union
    • Ensure industrial relations are based on “good faith and bargaining”

• The living wage
  • The government aims to deliver a living wage that accounts for the genuine cost of living and removes age bands which are considered by many to be discriminatory

How We Can Help

Through a collaborative and transparent approach, we partner with you to ensure your organisation remains compliant with the latest legislative changes. We offer comprehensive support to implement any necessary adjustments for maintaining full legal compliance.

Our track record speaks for itself, with 100% compliance achieved across all our clients. If you need assistance navigating these legislative changes in your recruitment practices, contact our team at info@neuven.co.uk.