What is the Employment Rights Bill 2024?

During the King’s Speech in July, the new Labour government announced plans to pass the Employment Rights Bill 2024. The law is set to tackle current employment issues, especially around workers and family rights.

The highly anticipated Bill is set to be released by mid-October. And it will be the first step in Labour’s employment law overhaul, with more than 60 proposed changes that could make the cut.

The new Employment Rights Bill is applicable across Great Britain. (That’s England, Scotland, and Wales – not Northern Ireland). With the right compliance, employers can ensure their business stays on the right side of the law.

Peninsula offers expert advice on employment law compliance. We also offer 24-hour HR advice – ensuring your business is ready for legislative changes to come. Want to find out more? Contact us on 0800 028 2420 and book a free consultation with an HR consultant today.

Now, let’s dive deeper into the new Employment Rights Bill Labour have passed, and how the changes will impact your business for the better.

What does the new Employment Rights Bill 2024 cover?

There are numerous legislative changes outlined under the new Employment Rights Bill 2024. Let’s take a closer look at some these areas:

Ban on exploitative zero-hour contracts

The government is set to ban zero-hour contracts that exploit or mistreat workers. Instead, they’ll have a right to receive contracts that outline regular hours. Employers are also obliged to give reasonable notice for shift changes or cancellations.

End ‘fire and rehire’ schemes

The bill aims to bring ‘fire and rehire' and 'fire and replace' schemes to an end. Instead, the government will provide effective methods to replace inadequacies from the previous government’s statutory code on recruitment.

Introduce basic workers’ rights from day one

Workers are also set to receive parental leave, sick pay, and protection from unfair dismissal – from their first day of employment. However, the bill may still allow employers to conduct probationary periods when hiring new candidates. 

Improve sick pay rights for workers

The bill looks to improve statutory sick pay rights for workers. The government plans to remove the lower working limit of the statutory guidelines. This means sick pay will be available for workers, including the waiting period.

Improved flexible working arrangements

Workers now have the right to request flexible working arrangements from their first day of employment. Employees can also make two requests per year.

Employers must respond to requests within two months of receiving them, rather than three. Any plans to deny requests must only be done with 'a strong business reason' in mind. For example:

• Cost to the business.
• Impact on work quality.
• Impact on work performance.
• Inability to meet customer demands.

Redundancy protection for new mothers

Under the bill, new mothers cannot be faced with redundancy for at least six months of them returning to work. (However, this is within reasonable circumstances). Previously, this right only applied to those on maternity, adoption, or shared parental leave.

Establish new Fair Work Agency

The government is set to establish a new Single Enforcement Body called the ‘Fair Work Agency’. The plan is to help strengthen enforcement of statutory employment rights across all employment industries.

Better pay in adult social care

The bill is set on improving salary in the adult social care sector by establishing the ‘Fair Pay Agreement’. Through appropriate reviews, the government will assess how these changes perform – with the aim of applying them across other employment sectors.

Better carer’s leave rights

Under the new Bill, employees who are carers are now entitled to one week of unpaid leave (annually). This will apply to employees who have caring responsibilities for a:

• Spouse.
• Civil partner.
• Child.
• Parent/s.
• Dependent person who requires care due to a disability, old age, or any illness or injury that needs at least three months of care.

Reinstate School Support Staff Negotiating Body

The bill aims to reinstate the ‘School Support Staff Negotiating Body’. The body hopes to improve national terms and conditions for schools, build career progression pathways, and establish fairer salaries.

Update trade union laws

The bill is set to make much-needed updates to trade union legislation helping to align with current economic needs. This includes removing unnecessary restrictions on trade union activity, like minimum service. The bill also ensures better industrial relations – based on good faith, negotiations, and bargaining.

Are there other laws being passed in connection to the Employment Rights Bill?                                                    

Yes, under the same Labour manifesto, there are other legislative changes set to be passed in connection to the Employment Rights Bill.

The government promised to have the laws drafted within their first 100 days in charge – hoping to pass them by the end of 2024. Let’s take a look at these new laws and legislative amendments:

The Equality (Race and Disability) Bill

The Equality (Race and Disability) Bill aims to highlight outcomes and disparities that negatively impact ethnic and minority groups.

One of its main objectives includes tackling healthcare, wealth, and policing issues that Black, Asian, and ethnic minority people currently face. Institutional discrimination in varying public sectors is another key area challenged by the legislation.

The Worker Protection Act

This act states employers must take ‘reasonable steps’ to protect their staff from sexual harassment.

It’s seen as an extension to the Equality Act 2010 which primarily focused on harassment on a whole. The current government collectively agreed to draft a stand-alone bill that solely concentrates on sexual harassment in more depth.

The Employment (Allocation of Tips) Act

This act forced businesses to distribute all qualifying tips to workers – without making deductions. Employers must also divide tips amongst their staff through fair and transparent means.

Other legislative changes

There are other legislative changes which the government plans to make in relation to the Employment Rights Bill and other relevant laws. These areas include:

• Single worker status.
• Introducing third party harassment.
• Reviewing the family leave framework.
• Extending collective redundancy consultation requirements.

Get expert advice on the new Employment Rights Bill with Peninsula

Employers have all kinds of legal responsibilities relating to their staff and workplace. One wrong move and you could end up causing serious legal complications for yourself and the overall business.

Peninsula is here to provide expert advice on the new Employment Rights Bill. We also offer 24-hour HR advice – ready to help you keep compliant whilst building business progression and success.

Want to find out more? Contact us on 0800 028 2420 and book a free consultation with an HR consultant today.