Many critical details have been deliberately left to be resolved in secondary legislation – including the introduction of guaranteed hours contracts
Will the employment rights bill be passed by Christmas? Well, the chances are slightly improved after six leading business groups published a temperature-lowering letter on Monday that said parliament, which in this instance means the blockers in the House of Lords, should get on with it.
The employers, note, are still unhappy about the issue that triggered the most recent revolt by Conservative peers and a few cross-benchers: the removal of a cap on compensation claims for unfair dismissal. But they’re more worried that further delays would jeopardise their negotiating victory last month, namely the government’s U-turn on rights guaranteeing workers protection against unfair dismissal from day one of employment. A six-month qualifying period was adopted instead, with the blessing of the TUC, which was similarly motivated by trying to get the bill over the line quickly.
The Lords is still free to object and add amendments again, of course. But there is now a general mood that it would be seriously out of touch if it did so.
However, it would be a mistake to think that royal assent will mark the moment when the lobbying ends and everybody, employers and unions alike, can concentrate on implementation. In fact, the reverse is true. The extraordinary feature of the employment rights bill is that many critical details have been...
This Alert provides a summary and takeaways from the US Department of Justice’s (DOJ) recent announcement of False Claims Act (FCA) recoveries for Fiscal Year (FY) 2025. FY 2025 saw record-breakin...