The government has unveiled it’s promised employments right bill which they touted as “biggest upgrade to rights at work for a generation”
The Bill includes a ban on exploitative zero-hours contracts and “unscrupulous” fire and rehire practices.
Other measures included in the new Bill includes extending statutory sick pay for millions of workers and beefing up unfair dismissal laws.
“We’re raising the floor on rights at work to deliver a stronger, fairer and brighter future of work for Britain,” deputy prime Minister Angela Rayner declared.
But some business groups have expressed concern at the plans, while others have argued that the government has watered down or delayed certain elements to try to keep both employers and employees happy.
Most of the proposals will take effect in two years’ time so changes could still be made but today (10) the Government outlined what was being proposed and how it could affect workers.
Zero-hours contracts
Workers currently on zero-hours contracts – also known as casual contracts – are not guaranteed hours from employers, but they also do not have to work when asked.
Under the new legislation, companies will be required to offer a zero-hours worker a guaranteed-hours contract based on the hours they clock up during a 12-week period.
Employees who prefer having a zero-hours contract will still be able to remain on those terms if it suits them – the change is that they will have the right for guaranteed working hours if they want them.
Those on zero-hours contracts will also be entitled to “reasonable” notice ahead of any changes being made to their shifts. They will also receive compensation if a shift is cancelled or ended early.
Sick pay
The Bill proposes that the waiting period and lower earnings limit to receive Statutory Sick Pay will be removed.
Under the plans, employees will be entitled to Statutory Sick Pay from the first day they are ill and those earning under £123 per week will also be eligible for it.
You can get £116.75 per week Statutory Sick Pay if you’re too ill to work and this will be paid by your employer for up to 28 weeks. Some will receive more if their company has a sick pay scheme.
Currently, to qualify for sick pay, an employee must have been ill for more than three days in a row and earn an average of at least £123 per week.
Unfair dismissal
Workers will have the right to claim unfair dismissal against their employer from day one in their new job.
Currently their is a two-year qualifying period.
However, staff will be subject to a nine-month probation period, during which employers can dismiss someone more easily and without the full process required.
The government is planning a series of consultations before the new rights come into force in autumn 2026.
Flexible working
Flexible working is to become the “default” for all workers when the new Bill comes into force.
The government defines flexible working as a way of working “that suits an employee’s needs” – for example, having flexible start and finish times, or working from home.
Employers would be required to say yes to requests from staff from their first day starting in a job unless they can prove it is “unreasonable”.
Employees can already request flexible working from their first day in a job, but an employer can turn down an application if they have a good business reason for doing so.
But there appears to be many reasons available to employers to refuse flexible working in the new bill.
The grounds against granting requests include:
- Burden of additional costs
- Detrimental effect on ability to meet customer demand
- Inability to re-organise work among existing staff
- Inability to recruit additional staff
- Detrimental impact on quality
Unpaid parental and bereavement leave
Parents are currently only allowed to take unpaid parental leave if they have been with a company for more than a year. The government plans to change this to become a right from “day one” in employment.
The same will apply for bereavement leave.
Anyone legally classed as an employee has the right to time off if a dependant dies.
A dependant could be their:
- Husband
- Wife
- Civil partner or partner
- Child
- Parent
- A person who lives in their household (not tenants, lodgers or employees)
- A person who relies on them, such as an elderly neighbour
