The UK Government has recently published their roadmap for rolling out the Employment Rights Bill, which will introduce new reforms and protections for workers. The House of Lords has had their fourth and final sitting to discuss this bill on the 23rd of July. This means there are now more amendments and updates on the Bill, which is continuing its way through parliament.
So, what updates do we have on the situation so far?
Shifts and Hours Worked
Firstly, they have approved an amendment that removes the bill’s mandatory requirement for an employer to offer guaranteed hours to an employee. Instead, there will be a provision in place that will allow employees to request this agreement.
A second amendment now exempts employers from paying an employee for a shift if it is cancelled with 48-hours notice.
Unfair Dismissal
The qualifying period for unfair dismissal will be reduced from two years to six months under an amendment made to the Employment Rights Bill.
Trade Unions
New union members will be given the choice whether or not to contribute to a trade union’s political fund.
The 50% voting threshold for trade union industrial action will be reinstated.
Employee Protections
The House of Lords have voted on expansion of employee rights to be accompanied by a certified professional at disciplinary and grievance hearings.
There will be government regulations in place to strengthen protections for whistle-blowers.
Another amendment will give special constables the right to time off to carry out their police duties.
What does this mean for Employers?
While no changes have been enacted yet, it is important for employers to follow the progression of the bill and give themselves ample time to prepare for any changes that will be made. The Employment Rights Bill will be a hefty piece of legislation, that will no doubt mean big changes for the way businesses manage their staff. Staying on top of the bill now will ensure that once it is published, your business will be ahead of the curve.
