The Employment Rights Bill (the ‘Bill’) and the regulations which will follow it, will bring about significant transformation in employment law once they are fully in force over the next couple of years. Plus, there are other changes that come into force this year.
What impact will these have on retailers?
Unfair dismissal
The Bill will remove the two-year qualifying period and employees will be able to claim unfair dismissal from the first day of their employment. This means that the flexibility retailers are currently used to, which enables you to (more) easily dismiss an employee with less than two years service will disappear. To give employers time to consider whether their new recruit is all they were cracked up to be, the government will allow employers to go through a simplified procedure if they want to dismiss them during their probationary period.
How long this probationary period will be is still up in the air; the Government will launch consultations to seek views on this point and also to iron out other details, such as how exactly the simplified dismissal process will work. They’ve said they favour a nine-month probationary period.
This change will not come into force until at least Autumn 2026. But there are few things retailers should start thinking about now to prepare:
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