The Employment Rights Bill has been published and introduces a series of 28 reforms designed to enhance worker protection and promote fair practices, however some details remain unclear, and implementation timelines are staggered. The Bill’s second reading is due to take place on 21 October but the Government has confirmed further consultation on many of the proposals will continue into 2025 and almost all of the changes to legislation won’t come in to force until 2026.

So for employers, there is time to start preparing for these changes and plan strategic recruitment as well as ensuring you have robust HR policies and procedures in place.

The team at Personnel Placements and their colleagues at Access 2 Human Resources are here to help businesses navigate these changes with confidence, offering a comprehensive range of Recruitment and HR support as well as training to help you hire, manage and retain your people effectively.

What’s in the Employment Rights Bill? 

Key reforms to prepare for include:

Zero Hour Contracts

Under the new Bill, employees on zero-hours contracts gain the right to The hours would be calculated over a 12-week reference period and employers will need to make an offer of guaranteed hours at the start of employment and also at the end of each reference period. They will also need reasonable notice of shifts and compensation for short-notice cancellations. We can provide guidance on transitioning from zero-hours contracts to more predictable scheduling arrangements and can help you adjust your workforce planning to meet new legal requirements while maintaining operational flexibility.

Protection from Unfair Dismissal from Day One

The removal of the two-year qualifying period for unfair dismissal means employees will have immediate protection, although a new statutory probation period will be introduced.

As an employer, you will have new responsibilities and will need to revise employee contracts as well as potentially change your recruitment procedures, internal policies and probationary periods.

 Day-One Rights for Leave Entitlements

Parental bereavement leave is currently a day one right, however the Bill intends to extend the right to take this leave to any bereaved person, which suggests that it will also be extended to workers also. Parental Bereavement Leave is being extended beyond the death of a child and leave will be able to be taken for the death of any person. In addition, the current day one right to parental bereavement leave is being extended beyond employees and will no longer be limited to circumstances involving the death of a child.  The entitlement to take the leave will be for the death of any person.

There is also expanded protection for pregnant and postnatal employees restricting the dismissal of an individual during pregnancy and for a period after she returns to work.

Statutory Sick Pay (SSP) will be payable from day one and lower earners will also be eligible.

This will mean updating policies that incorporate day-one entitlements, ensuring compliance while also supporting employee wellbeing.

Flexible Working Arrangements

The Employment Rights Bill sets out plans to introduce stricter requirements for employers regarding flexible working requests, mandating written explanations for refusals, which must be deemed reasonable under expanded statutory grounds.

Comprehensive Anti-Harassment and Equality Measures

Employers will face full liability for third-party harassment and will need to comply with broader anti-harassment and equality requirements, including potential equality action plans for larger businesses. Employers will be required to have a Risk Assessment and Policy on Sexual Harassment in the Workplace and provide training for all staff to ensure they recognize sexual harassment and know how to report it.

Why Choose Personnel Placements and Access2 Human Resources for Your Recruitment and HR Support Needs?

These upcoming employment reforms don’t need to be a worry for your business. As your trusted partners, we offer more than just recruitment and HR support providing expert guidance and tailored solutions, Personnel Placements and Access2 Human Resources will help you proactively plan, ensuring compliance and minimising disruptions as you adapt to the new regulations.

With our continuous support throughout the consultation phases, we’ll make sure you’re prepared and well-equipped to handle these changes.

We provide a full support service tailored to your needs, including:

  • Strategic Recruitment Support: From attracting top talent to onboarding and post-hire support, we assist you in building a resilient workforce ready to thrive in a changing environment.
  • Expert Guidance and Policy Development: We keep you informed of legislative changes and help you develop compliant policies that protect your business and support your workforce.
  • Customised Training Programs: Our training sessions are designed to meet the unique needs of your organisation, providing practical, up-to-date information that prepares your team for the future of work.
  • Ongoing Compliance Assistance: Our continuous support ensures that you stay ahead of regulatory updates, giving you the tools to maintain compliance and avoid costly penalties.

For help with any aspect of your recruitment, HR and people management please get in touch to arrange a free consultation with one of our experts.