The new Employment Rights Bill introduced by the UK government represents one of the most significant single items of employment legislation ever to be published and makes provision for 28 different employment law reforms, writes Helen Corden.
Among the changes proposed are enhanced rights for workers around flexible working, and the extension of existing employment rights – including rights to sick pay, and to protection against unfair dismissal – so that they apply from “day one” of employment contracts.
Other proposals relate to industrial relations and pave the way for the removal of restrictions on strike action and statutory recognition whilst also providing for new obligations on employers to advise workers of their rights to join a trade union.
Additionally, further restrictions are placed on the right to “fire and re-hire”, something which the government has described as a “scourge” on worker rights, together with the restricted use of zero-hour contracts.
Further reforms envisage employers taking further steps to address the gender pay gap and support employees through the menopause. The bill also, among other things, provides for increased protection from sexual harassment in the workplace, going further than the new positive duty to prevent sexual harassment which took effect on 26 October.
Most of the new rights and obligations to be created by the bill are unlikely to be in force until 2026 and the government has outlined its intent to consult further on...
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