The UK Government has voted to reject the proposed amendments to the Employment Rights Bill that were tabled by the House of Lords.
The Bill, which is entering its latter stages, is intended to increase protection for workers and returned to the House of Commons on 15 September. Among its headline measures are to remove all limits on statutory sick pay, such that employees will be eligible from day one of their employment, as they will be to further protection around unfair dismissal.
Proposals from the House of Lords included to reduce the qualifying period for unfair dismissal to just six months, to introduce a compulsory probationary period and to slim down the availability of those who could benefit from the ban on zero hours contracts.
The Government asserts that around 15 million workers – half of those currently in employment – will benefit from the Employment Rights Bill. Prime Minister Sir Keir Starmer commented: ‘Our Employment Rights Bill is good for workers, good for businesses and good for the economy. It’s a core part of our agenda to make people better off and will make a real difference to people’s lives.’
The general consensus among businesses, however, is that employers need clarity over the future. Their main concerns are centred around the right to claim unfair dismissal from day one, the plan to set flexible working as the default option and – as widely publicised – the immediate access to SSP.
Fig HR owner, Lorraine Canham (above), reiterated the need to avoid ambiguity and provide definitive guidance. ‘As a small business owner, I understand the need for flexibility and fairness, and these changes to the Employment Rights Bill are deeply concerning,’ commented Lorraine. ‘Rejecting the Lords’ amendments reduces the clarity and protection both employers and employees rely upon. Without robust, well-defined rights, we risk creating uncertainty that could lead to costly disputes – or worse, stifle the trust and stability essential for growing a business. We need legislation that is clear, balanced, and enforceable – as ambiguity helps no one. And as HR consultants, at Fig HR we’re here to help help our clients – who will doubtless feel somewhat underprepared – to navigate what is potentially something of a minefield for businesses of all sizes.’
Fig-HR are a team of HR consultants in Cambridge, Peterborough and Huntingdon. To request an initial consultation to discuss your HR requirements, please call us on 01223 944818, send us an email or complete our enquiry form.
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