The Employment Rights Bill is under review and debate by the House of Commons and House of Lords. The Bill proposes changes to parental leave rights, changes to statutory sick pay, guaranteed hours contracts, procedures for handling redundancies, unfair dismissal rights and trade union ballot thresholds. There is also related secondary legislation on Non-Disclosure Agreements (NDAs).
Following the summer recess, the Bill returned to the House of Commons last week for consideration of the Lords’ amendments; the House of Commons rejected the amendments.
The Bill will return to the House of Lords for consideration of the House of Commons’ amendments. When both Houses agree, the Bill will receive Royal Assent, this will then become the final version of the Bill and set a date on which it will become law.
Both Houses will be in recess until 12 October due to conference season, so it is possible Royal Assent will be delayed until the end of October 2025. Even once finalised, it is unlikely that all of the changes will be become law straight away.
Members are advised to stay informed and think about which of their policies and practices may be impacted by the Bill and what changes may be needed.
Biggest upgrade to workers’ rights in a generation comes one step closer - GOV.UK
Employment Rights Bill - Parliamentary Bills - UK Parliament
WorkNest, a provider of advice, technology and services relating to Human Resources and personnel, will be exhibiting as part of the Industry Outlook Conference in December, on hand to discuss any queries with members in attendance.
