The exact schedule for the Employment Rights Bill is still uncertain, but there are a number of practical measures HR teams can take now to get on the front foot.
The Employment Rights Bill was due to reach the last of its Committee Stage readings this week, in the hope that it could be passed before Parliament’s summer recess, which begins on 22 July.
This is looking less likely, now that a further Committee Stage has been booked in for the end of June. But when it does complete this debate in the House of Lords, it will then move onto the report stage before a third and final reading.
Earlier this month, employment rights minister Justin Madders told delegates at the Recruitment and Employment Confederation (REC) annual conference that the government would issue a road map in due course, setting out how the Bill would be implemented.
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Whatever the likely timeline, there are aspects of the Bill that employers can address right now. It covers some 28 areas of employment law, and – according to some calculations – there are 76 potential complaints an employee could raise at employment tribunal once it has passed.
Speaking at this month’s CIPD Festival of Work, Amanda Chadwick of its HR-inform employment advice division summed it up: “We need to embrace it, it’s not going away, and it’ll go through parliament quicker...
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