Employment Rights Bill

The Employment Rights Bill will have an impact on all SMEs. The best way to mitigate this is to act now and futureproof your business.

Start getting prepared

With a host of additional day one rights, the right to guaranteed hours for zero hour workers, and significant changes to harassment, tribunals and flexible working, there is plenty for business owners to get their heads around.

We've broken down the key changes below

Key changes from the Employment Rights Bill

Guaranteed hour for zero hour workers

Zero hour - and agency - workers will be entitled to an offer of guaranteed hours, based on an as yet undefined reference period. They will also be entitled to compensation for shifts that are cancelled or curtailed without 'reasonable' notice.

Day one unfair dismissals

Employees will be able to claim unfair dismissal from day one of their employment - as opposed to after two years as it currently stands. This is expected to be brought in alongside a new 'initial period of employment', during which there will be a lower test for unfair dismissals.

Statutory sick pay from first day of absence

Statutory sick pay (SSP) will become payable from the first day of absence, rather than the fourth. SSP will also become available to all employees, removing the current lower earnings limit.

Third party and sexual harassment

Significantly more emphasis - and liability - will be placed on employers to prevent third party and sexual harassment. There will be a requirement to take all reasonable steps to ensure they don't take place.

Extension of tribunal claim limits

The current period in which an employee can make a tribunal claim is being double. It will go from being three months to six months, increasing the likelihood of tribunal claims.

Additional employee rights

Paternity and adoption leave will become accessible from day one of employment, whilst bereavement leave will become available to all employees. Flexible working will also become the default, with businesses required to accept requests unless there are very specific grounds - such as detrimental impact on your business.