Grabbing all of the headlines this month is the Employment Rights Bill.

The Government has set out its proposed legislation to implement its Plan to Make Work Pay that it announced would be introduced within 100 days of coming into power. However, one of the most important things to understand about the Employment Rights Bill is that there are no firm timescales for any of the reforms. None of the reforms have a specific proposed implementation date, with the suggestion that many are unlikely to come into force until 2026. In addition, a large number of the reforms are subject to consultation and the detail may well change before implementation.

Here is our summary of the Bill

The Government’s accompanying announcement stated that the following changes would be “immediate” (but still with no firm implementation date):

• Flexible working will be “the default”. This appears in the bill as the following reforms to the current Flexible Working system:
  • Requests can only be refused for reasons falling within the relevant statutory grounds and if it is reasonable to do so
  • The employer must give their reasons for refusal and explain why they consider it reasonable to refuse the application
• Bereavement leave
  • The law currently provides up to two weeks of bereavement leave and pay for parents on the death of a child. The Bill introduces up to one week’s bereavement leave for all, with regulations to be introduced to clarify the circumstances in which individuals can take...

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