– Updated –
Read our Employment Rights Bill Whitepaper for Businesses and Employers
At Romero, we have refined and condenses the Government’s published information into a helpful whitepaper document. Read, download and print the document here:
What the Employment Rights Bill 2024 means for employers and worker’s rights
The Employment Rights Bill 2024 is a key draft legislation that proposed slight yet meaningful changes to worker’s rights. Running over 150 pages and containing 28 individual reforms, this highly anticipated piece of legislation is ambitious, far-reaching and very detailed.
Thankfully, we have Paul Robertshaw, Director of Sentient, experienced Solicitor, and The Romero Group’s Health & Safety and HR expert over at Sentient. Paul has decades of experience in the HR sector and understands how legislation can hugely impact business processes.
Paul has listed out the foreseen changes below, separating out each of the headline reforms, and detailing the mechanics of how they will apply in practice.
Paul stresses, “The following is not law yet!” The legislation is still being processes and could change. Any updates will be posted here.
What the Employment Rights Bill 2024 means for Businesses
Click a slide for more information
When will the Employment Rights Bill be implemented?
The Government expect to begin consulting on the reforms in 2025, where they will seek input from all stakeholders. The Government expects the majority of reforms to take effect no earlier than Autumn 2026. That said, the Sick Pay changes might come into effect in early 2025.
Consequently, employers have time to come to terms with the reforms and prepare accordingly.
What Has Not Been Included in the Employment Rights Bill 2024
- There was talk of a single worker status (combine employee and workers) but that has not been included in the Bill
- Collective grievances have not been included in the Bill
- The Right to disconnect/disengage is not in the Bill
- Miscarriage Leave is not in the Bill
- There has been no review of Parental Leave or Carer’s Leave
- There has been no review/changes to TUPE (Transfer of Undertakings (Protection of Employment) Regulations
- There has been no review of Health & Safety legislation
- There is no mention of extending the time limits for a Claimant to present a Tribunal claim for discrimination
Paul Robertshaw reminds: “That is not to say that the Government will not revisit these areas at some point in the future.”
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