On the 10th October, the government has announced its measures and changes, which were promised within their first 100 days in power.

In summary, the announcement includes –

  • Statutory Sick Pay (SSP) from the first day of illness (instead of the fourth)
  • The earnings threshold for SSP will be abolished, although lower earners may receive reduced pay
  • Unpaid parental leave from the start of employment (no qualifying period)
  • Other family leave, i.e. parental leave, will become a day one right, along with stronger protection against the dismissal of pregnant and new mothers
  • Enhanced bereavement leave will be introduced
  • Removal of the 2-year qualifying period for unfair dismissal – however a proposed 9-month probation period will be introduced in which dismissal can take place without a full process
  • Zero hours contracts – workers who work regular hours over a defined period, will have the right to guaranteed hours. Provision will also be introduced to compensate workers whose shifts are cancelled or shortened without “reasonable notice”
  • Flexible working – reasons for declining will be narrowed further. Flexible working will become a default right unless it is unreasonable to do so
  • Fire and re-hire – will be unlawful, and covered by a new unfair dismissal right
  • Sexual harassment laws will be strengthened, requiring “all reasonable steps” to be taken to prevent. Protection against third-party harassment will be introduced

Other changes include Trade Union rights, strengthening of TUPE guidelines, and the creation of a Fair Work Agency (a single body to enforce employment rights).

Many of the proposals will not be implemented until 2026 – giving a period of up to  2 years for further consultation.  Consultation is expected to commence in 2025. The change to unfair dismissal processes will not come in effect until Autumn 2026 at the earliest.

There were some elements which were anticipated to be included, which are currently not confirmed.  However, these may still be introduced.  These include –

  • The right to disconnect
  • Equal pay (reporting on disability and ethnicity pay gaps for larger organisations)
  • Further reviews of parental and carers leave
  • Employment status – abolishing status’s in favour or a single status of “worker”
  • The removal of “discriminatory” minimum pay bands

 

If you have any questions about how these proposals will affect you, please contact us to discuss in detail.