Pending changes in the Employment Rights Bill

The pending Employment Rights Bill is set to bring changes to the UK’s employment laws. The publication of the Bill on 11^th October was a less dramatic version of Labour’s Make Work Pay manifesto with some elements still going through consultation. When Labour came to power in July, they aimed to make some of the changes within 100 days of office, which would be mid-October.  Some of these changes are now due in April 2025 and some will be after that. However, what we do know is that change is coming, and this government has shown an interest in revising employment laws, so we should all prepare for updates on an annual basis.

Rather than waiting to react to these changes, it’s essential to be proactive. Keeping your processes and policies up to date, and going beyond the minimum legal requirements, will help ensure your business is prepared for any updates. We suggest you carry out a financial risk assessment, so that you can anticipate increased costs and prepare how you will mitigate them in advance rather than be taken by surprise.

Doing right by your employees

Staying ahead of compliance is about more than just ticking boxes; it’s about doing right by your employees. By fostering a fair, inclusive, and supportive environment, you not only meet potential new regulations, but also build stronger trust and engagement with your people. When employees feel that their workplace is one that values their rights and wellbeing, you create a foundation for better retention, productivity, and long-term success.

Review process

We are working with our clients right now to stay ahead by reviewing employment contracts, onboarding procedures, and benefits packages to ensure they reflect the most up-to-date best practices, not just the current laws. We recommend that you do this too as it will give you the flexibility to adapt quickly to any regulatory changes and minimise disruption.

Focus on communication

We are advising businesses to focus on their communication channels to enhance employee engagement. Being clear about the changes that you are making and WHY is vital if you want to bring your people on the journey of change. You can read in more detail this article by People Director Liz Zukowski about why strong communication matters.

Staying on top of your numbers

It is essential that you stay on top of your numbers. Proposed changes to age related pay bands, statutory sick pay and banning zero hours contracts will have a significant impact on some businesses. People Director Steve Lynas has set down clear advice on how to prepare for the financial impact of the Employment Rights Bill.

In the face of pending changes, your best strategy is to act now. Stay informed, exceed the basic requirements, and build a workplace where employees thrive—this approach will help your business navigate the shifting legal landscape with ease.