All About People

In this brief update, Geoffrey Milton dives back into the Employment Rights Bill and explores how these sweeping changes could shake up employment law. The government published the Employment Rights Bill on 10 October 2024, laying out 28 big reforms. They also released a forward-looking document titled ‘Next Steps to Make Work Pay,’ outlining their vision for a fairer workplace. These changes are expected to come into play by 2026, following extensive consultation with stakeholders—employers, employee representatives, and unions alike.

The long consultation period means there’s room for debate, and with that, the likelihood of differing opinions. And where there’s disagreement, there’s an opportunity to bring in mediation—a constructive approach for navigating the inevitable hiccups along the way!

So, what’s in the bill?

The government’s plan puts employee-employer dialogue at its core, bringing key issues to the forefront. Here’s a quick look at some of the main themes:

• Unfair Dismissal and Probationary Periods
• Zero-Hours Contracts

• Redundancy and Restructuring

• Diversity, Discrimination, and Pay Gap Reporting

• Employee Representation and Family Rights

• Worker Status

• Pay and Reward
• Enforcement Mechanisms

One notable new idea is the proposal to allow employees to collectively file grievances through ACAS. In the government’s own words, this change would let employees raise workplace conduct issues as a group. This push for collective grievance handling makes it even more important for employers to address issues proactively—ideally well before they grow into formal complaints.

What does this mean for you?

For employers, these new standards mean getting policies in place now. By creating a supportive, open workplace culture, you can reduce the chances of formal grievances and claims down the line.

The bill also introduces stronger penalties for employers and directors who don’t comply with these reforms. A healthy workplace culture, however, can help avoid such consequences. Another anticipated change is the right to disconnect. It’s a concept that could come into effect early in the government’s term, so why not get ahead? Drafting a proactive disconnect policy and planning communication and training now could save you a headache later.

Our advice? Start preparing now.

A good place to begin is a review of your current policies and employment practices to see what might need updating. Focus on training for leaders, managers, employees, and representatives to ensure they’re all ready for these changes. The goal is to be ready to ‘nip issues in the bud’ before they turn into conflict.

Take a look at our First Aid: Conflict at Work programme for practical advice on how to prepare. You can find out more here.

Subscribe to our Mediation Matters newsletter for further updates on how the Employment Rights Bill is progressing. And as always, feel free to reach out to us at All About People for a friendly chat about your workplace needs.

Posted: 7th November 2024