Two-year wait for several new workplace rights

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"UK Employment Rights Bill Delays Key Worker Protections Until 2027"

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The UK government has announced a timeline for the implementation of various employment rights through the newly-published Employment Rights Bill, which is currently under scrutiny by the House of Lords. Notably, workers will have to wait another two years before gaining the right to protection from unfair dismissal from the first day of their employment. This delay also applies to the government's proposed ban on exploitative zero hours contracts and new measures aimed at enhancing access to flexible working arrangements. While the government claims that this timeline provides businesses with 'clarity and certainty,' some business groups have expressed concern that it will lead to significant disruptions in the workplace. The Bill is not expected to receive Royal Assent until autumn, and the government has indicated that it plans to repeal the strikes act of 2023 and most provisions of the trade union act of 2016 once the Bill becomes law, aiming to foster a more collaborative relationship with unions.

In the interim, several measures will take effect as early as next year. Starting in April, new protections for whistleblowers, day one paternity leave, and unpaid parental leave rights will be established. Additionally, a Fair Work Agency will be set up alongside changes to sick pay and trade union regulations, including a streamlined process for union recognition. By October of next year, the government plans to implement measures to eliminate 'unscrupulous' fire and rehire practices and amend tipping laws to ensure fairer allocation of tips. However, some of the most contentious provisions, including the ban on zero hours contracts and the introduction of 'day one' protections from unfair dismissal, will not be effective until 2027. Business Secretary Jonathan Reynolds has stated that this phased approach balances worker protections with the operational realities faced by businesses. Conversely, critics, including TUC general secretary Paul Novak, argue that these rights are long overdue and should be implemented sooner, while others, like Tina McKenzie from the Federation of Small Businesses, caution that the proposed changes could complicate hiring processes and add risk for small employers.

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Workers will not gain the right to protection from unfair dismissal from day one of their employment for another two years, under government plans. The timeline for the newly-published Employment Rights Bill indicates it will also take two years for the government's promised ban on ''exploitative'' zero hours contracts and for new measures on improving access to flexible working to be implemented. It is the first time the government has set out a timeline for when the different measures within the Bill will be enacted. The government said it gave firms "clarity and certainty", but one business group said it would bring a "wave of disruptive changes". The Bill is currently still being scrutinised by the House of Lords and is not expected to reach Royal Assent until the autumn. The government says that as soon as the Bill becomes law, it will repeal the strikes act of 2023 and the majority of the trade union act of 2016 to create what it says will be a "better relationship with unions". Other measures will come into force next year. From April, new whistleblowing protections, new day one paternity leave and unpaid parental leave rights will be enacted. The promised Fair Work Agency will also be established along with changes to sick pay and trade union measures, including simplifying the trade union recognition process. From October next year, the government says measures to be implemented will include ending "unscrupulous'' fire and rehire practices, and changes to the tipping law to ensure a fairer tip allocation. But some of the most contentious measures, which have faced the most opposition from business groups, will not come into effect until 2027. These include measures to ban exploitative zero hours contracts, "day one" protections from unfair dismissal, and improving access to flexible working. These measures will be subject to further consultation, and it is still unclear exactly how they will be implemented. Business Secretary Jonathan Reynolds said the roadmap for the measures gave businesses the "clarity and certainty they need to plan, invest and grow". "By phasing implementation, our collaborative approach balances meaningful worker protections with the practical realities of running a successful business, creating more productive workplaces where both employees and employers can thrive," he said. TUC general secretary Paul Novak said the changes were "long overdue" and the new rights needed to be put in place "as soon as possible". However, Tina McKenzie, policy chair at the Federation of Small Businesses, said the timetable "sets out when waves of disruptive changes will now hit small employers in the coming months". "Without listening to proposals from business to improve these reforms, the changes simply add complexity and risk to new hiring and existing employment."

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Source: Bbc News