The UK government has unveiled a landmark Employment Rights Bill, confirmed in the King’s speech on July 17, 2024. This comprehensive legislation seeks to ban exploitative practices and significantly enhance employment rights, marking the most substantial upgrade to workers’ rights in a generation. This blog will delve into the key changes introduced by the new bill and their implications for workers across the UK.
Topics Discussed:
- Introduction of the Employment Rights Bill
- Banning Zero Hour Contracts
- Ending Fire and Rehire Practices
- Making Flexible Working Default
- Additional Protections for Workers
- Fair Pay Agreements and Union Activities
Introduction of the Employment Rights Bill
The new UK government has introduced an Employment Rights Bill, confirmed in the King’s speech on July 17, 2024. This legislation aims to ban exploitative practices and enhance employment rights, marking the biggest upgrade to workers’ rights in a generation.
Banning Zero-Hour Contracts
One of the major changes is the ban on zero-hour contracts. This legislation will ensure that workers have contracts reflecting their regular working hours, with reasonable notice for any shift changes. This move is designed to end one-sided flexibility, providing more stability for workers.
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Ending Fire and Rehire Practices
The new bill also aims to end the controversial practice of firing and rehiring employees on less favourable terms. This reform will provide effective remedies and protections for workers from unfair dismissal from day one, including parental leave and sick pay.
Making Flexible Working Default
Flexible working will become the default from day one of employment. Employers will be required to accommodate flexible working requests as long as they are reasonable. This change is particularly beneficial for parents and caregivers, who often need flexible schedules.
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Additional Protections for Workers
Other notable changes include removing the lower earnings limit on statutory sick pay, making it available to all workers without the current three-day waiting period. Furthermore, it will be unlawful to dismiss a woman within six months of her return to work after maternity leave, except under specific circumstances.
Fair Pay Agreements and Union Activities
The government will set up fair pay agreements in the adult social care sector and establish a new enforcement body, the Fair Work Agency. Additionally, unnecessary restrictions on trade union activities will be removed, strengthening workers’ rights and protections.
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Conclusion
These changes represent a significant step forward in protecting workers’ rights in the UK. By banning zero-hour contracts, ending fire and rehire practices, and making flexible working the default, the new Employment Rights Bill aims to create a fairer and more stable working environment for all.
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