The Labour Government has been talking about its manifesto “Plan to Make Work Pay” (the Plan) since early on in its bid to become the governing party earlier in the year. Now in Government, with promises to ‘introduce’ an Employment Rights Bill (the Bill) as set out in the 2024 King’s Speech within the first 100 days in power, we are expecting the final text to be laid before Parliament in October 2024.

Despite a wave of media reports making confident predictions about the impending legislative changes and their implications for businesses, the actual content of the Bill remains unseen. The journey from Bill to law is a lengthy one, necessitating approval from both the houses in Parliament — a process which is likely to take several months. Even once the Bill is enacted, not all measures will take immediate effect, as some will require further secondary legislation or new codes of practice. Significant legislative changes, including the introduction of ‘day one rights’ against unfair dismissal, for example, are not expected this year. The unfair dismissal rights will also require a revised Acas Code of Practice, which will go through a consultation period, delaying its implementation until at least late in 2025.

In this briefing note, we set out our thoughts on what we currently know about the main proposals in the Bill which have made it from the Plan to the King’s Speech, together with the current position. We outline what the implications might be and what you can be...

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