The recent King’s Speech brought forth significant announcements regarding employment law changes. Ahead of the UK budget on 30th October 2024, it’s crucial to understand how these proposed reforms might affect your business. Let’s explore what’s on the horizon, and when the government presents its flagship workers’ rights bill to parliament, next month.

The Employment Rights Bill and the Equality (Race and Disability) Bill

The UK Government has proposed extensive changes through the Plan to Make Work Pay. While the full details are still unfolding, here are some key points:

Repeal of the Strikes Act 2023:

This is confirmed and will be part of the upcoming Employment Rights Bill. It’s essential for businesses to be aware of this change, as it may affect industrial relations and potential disruptions. And here’s a snippet from the government’s announcement: “Attempting to clamp down on the fundamental freedom of working people has got us nowhere,” says Angela Rayner.

Balancing Employee and Employer Rights:

Contrary to media headlines, these changes aren’t solelyabout strengthening employee rights. Instead, they address issues relevant tovarious sectors. The Employment Rights Bill aims to establishand protect work/life balance, making work accessible to all.

The Right to Switch Off:

• Workers will have the right not to be contacted or monitored outside their normal working hours.
• Details are yet to be published, but similar rights in Belgium and Ireland serve as possible models.

Flexible Working by Default:

• Flexibility in working practices should be the default position from day one of employment.
• This includes flexi-time, term-time arrangements, and accommodating caring or family responsibilities.
• Employers can reject proposals that are not reasonably feasible (e.g., during deadlines and busy periods).
• Zero-Hours Contracts, Fire and Rehire, Day-One Rights, and Maternity Leave Protection are all areas are under review, and changes may be introduced gradually, or from next month.

Enhanced Family Rights:

• New mothers returning from maternity leave will be protected from dismissal for six months following their return.
• Bereavement leave will become a statutory right for all employees.
• Paternity leave will likely be available from day one (currently requires 26 weeks’ service).

Preparing for Change

• Stay informed: Keep an eye on official announcements and industry updates.
• Adapt your internal procedures: Prepare for flexibility requests and consider how family rights impact your practice.
• Engage with your employees: Help them navigate these changes and ensure your compliance.

Remember, while details remain vague, the government’s intention is clear—to protect vulnerable employees during critical career moments.

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