Employment Rights Bill 2024: Payroll

During the King’s Speech on July 17th, 2024, it was declared that a new Employment Rights Bill was to be introduced in the next 100 days.

The key points as far as payroll is concerned are as follows:

• Banning exploitative zero hours contracts and ensuring all jobs provide a baseline level of security and predictability. Contracts will have to provide for hours worked judged against a 12-week reference period.
• Ending “Fire & Rehire” and “Fire & Replace” usage by employers where it cannot be justified.
• Make parental leave, sick leave and protection from unfair dismissal a day 1 right for all workers.
• Strengthen sick pay regulations.
• Allow flexible working to be a default from day one for all workers.
• Strengthening protections for new mothers by making it unlawful to dismiss a woman who has had a baby within six months of her return to work.
• A Race and Disability bill will be introduced ensuring the right to equal pay for ethnic minorities and disabled people. Employers with more than 250 employees will be mandated to report ethnicity and disability pay.

Although the Employment Rights Bill will be introduced by no later than the end of November 2024, due to Parliamentary processes, it is unlikely to become law before 2025.

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Disclaimer - All information in this post was correct at time of writing.