Updates on the Employment Rights Bill are coming out of parliament thick and fast now, and already there are some significant potential changes on the horizon.
All of this is still under discussion and could take time to become law, but it’s important for employers to stay informed and be prepared.
Here’s a quick rundown on the key updates over the last few weeks:
👉 Media reports suggest the right to switch off outside working hours is being abandoned completely.
👉 The cap on protective awards for collective redundancy and fire and rehire will be increased from 90 to 180 days in a bid to reduce abuse of current legislation.
👉 A right for low and zero hours workers (including agency workers) to be offered guaranteed hours and to receive payment for shifts cancelled at short notice.
👉 Removal of the Statutory Sick Pay (SSP) waiting period creating a day 1 entitlement, and removal of the lower earnings limit making all workers eligible.
👉 Significant changes to trade union, statutory recognition and industrial action legislation, above what was already set out in the original Bill.
👉 Increasing the regulation of umbrella companies.
👉 Introducing a duty on employers to keep compliance records of statutory annual leave entitlements.
And this one is the BIG one…
👉 The newly created Fair Work Agency will be given the power to bring tribunals on behalf of workers (even when they don’t want to), to offer legal assistance in employment cases, and to pursue employers for unpaid holiday and sick pay and issue financial penalties on top.
So what now?
The ERB has now moved to the House of Lords for debate, and if it progresses at normal speed we could see some parts receiving royal assent by July and becoming law by October of this year.
It sounds far off but will be here in a flash, so if your organisation is finding it hard to keep up and you’d like some straightforward, practical advice on what to do and when to do it, then our team have got your back!
Contact me to book a completely free 30-minute call today and get instant clarity on how these changes might impact your business.
Employment solicitor supporting businesses and individuals with tailored employment law advice and HR solutions.
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