How employers can prepare for the Employment Rights Bill

Touted as “the biggest upgrade to workers’ rights in a generation” by Prime Minister Sir Keir Starmer, the Employment Rights Bill 2024 introduces 28 major changes that will significantly reshape workplace rights. Among the most impactful reforms is the removal of the two-year qualifying period for unfair dismissal claims, giving employees protection from day one.

Other key changes include strengthened rights for zero-hours and agency workers, relaxed industrial action rules, enhanced union access to workplaces, and tougher collective redundancy consultation requirements. Statutory sick pay will also extend to lower-paid workers, closing existing loopholes.

With implementation expected by mid-2026, businesses must prepare by reviewing employment contracts, redundancy policies, and trade union recognition, among other areas. Employers should act now to stay ahead of the evolving legal landscape.

Partner Jonathan Mansfield has featured in Employee Benefits giving a full expert breakdown of what these changes mean for you.

Read the full article here: Jonathan Mansfield: How employers can prepare for the Employment Rights Bill | Employee Benefits