Latest news with #Strikes(MinimumServiceLevels)Act2023
Business News Wales
6 days ago
- Business
- Business News Wales
Time to Prepare for the Employment Rights Bill
At long last, the Employment Rights Bill (ERB) has a clear implementation roadmap. Welsh businesses finally have the clarity they need to plan proactively. With concrete dates to work towards, this isn't just about ticking boxes, it's about preparing tomorrow's workforce today. The question now isn't what's coming — it's what should employers in Wales do next? Understanding the Employment Rights Bill The ERB brings major changes, especially affecting sectors like tourism, retail, care, and hospitality, which rely heavily on flexible working arrangements. Here are the key measures and implementation dates: Immediately following Royal Assent Repeal of the Strikes (Minimum Service Levels) Act 2023 and most of the Trade Union Act 2016 New legal protections against dismissal for participating in industrial action April 2026 Doubling the maximum protective award for collective redundancies (currently 90 days' uncapped pay per employee) Introduction of 'Day 1' paternity leave and unpaid parental leave rights Enhanced protections for whistleblowers Establishment of a new Fair Work Agency Improvements to Statutory Sick Pay, including removal of the Lower Earnings Limit and the waiting period Simplified processes for trade union recognition Electronic and workplace balloting October 2026 Ban on controversial 'fire-and-rehire' practices, save for in limited circumstances Launch of a Fair Pay Agreement Negotiating Body for the adult social care sector Strengthened laws on tipping practices Duty to inform workers of their right to join a trade union New employer duty to take 'all reasonable steps' to prevent sexual harassment Extended trade union rights, including new rights and protections for trade union reps 2027 Gender pay gap and menopause action plans (voluntary from April 2026) New rights for pregnant workers New rights for bereavement leave Protections against zero-hours contract abuse, including for agency workers Regulation of umbrella companies Introduction of 'Day 1' unfair dismissal rights 1. Zero-hours contracts Zero-hours contracts will face new restrictions. Qualifying workers will have the right to be offered guaranteed hours, based on average hours worked over a typical 12-week period. Employers will also need to provide reasonable notice of shifts and compensate workers if shifts are cancelled or changed without reasonable notice. Employers should start by: Auditing current zero-hours and agency workers: who are your zero-hours workers? How often are shifts cancelled? Are you at risk of breaching future notice and payment requirements? Mapping out hours worked, reviewing existing terms, and assessing how many staff may soon qualify for new rights Updating employment contracts and policies accordingly – and communicating these changes transparently Preparing to offer more predictable schedules to build trust and long-term loyalty. 2. Unfair dismissal rights The ERB will make unfair dismissal protection a day one right, removing the current two-year service qualifying period. This increases the legal risk of early-stage dismissals, including those during probation. Employers will need to follow fair procedures from the outset, with clear documentation and rationale for any termination. With unfair dismissal set to become a day one right, employers may no longer be able to rely on a probation period or length of service as a buffer against legal claims. Now is the time for employers to: Review and tighten recruitment, induction, and dismissal procedures Train line managers to document performance concerns clearly and follow fair, consistent processes Update disciplinary and probationary policies to ensure procedural fairness from day one. Above all, early dismissals should no longer be seen as informal or low-risk; every decision must be justifiable, evidence-based, and fully compliant with the new provisions. 3. Statutory Sick Pay (SSP) The ERB removes the three-day waiting period for SSP, making it payable from the first day of illness. This will impact payroll and sickness reporting systems. Employers will need to: Update payroll, absence procedures, and internal communications to reflect this change Remove waiting period references from contracts and handbooks Standardise sickness reporting, ensuring clear employee notification and manager recording processes Verify systems can accurately track absences and statutory entitlements. Unpacking the Fair Work Agency (FWA): what will the new state enforcement agency for employment rights mean for HR teams from April 2026? For the first time, a single enforcement body will proactively monitor compliance with key entitlements such as holiday pay, statutory sick pay, minimum wage, and protections for zero-hours workers. The FWA will have the authority to inspect employers, request records, issue penalties, and act independently. For HR teams, this raises the bar on compliance. Accurate record-keeping, consistent processes, and contract clarity will be essential. Holiday pay calculations, especially for variable-hours staff, must be precise. Sickness and absence tracking should be standardised, and payroll systems must be watertight. Sectors such as hospitality, care, and retail – with higher use of casual labour – will be especially exposed to enforcement. With the ERB timeline now clear, there's no time to delay. By preparing now, employers can build stronger workplaces and stand out as responsible, future-ready leaders in the evolving UK economy.
Rhyl Journal
01-07-2025
- Business
- Rhyl Journal
Ban on ‘exploitative' zero-hours contracts to come into effect in 2027
Ministers have opted for a 'phased' rollout of the changes, which were a Labour manifesto promise, in order to balance safeguards for employees with 'the practical realities' of running a company. Prime Minister Sir Keir Starmer has hailed the Government's flagship Employment Rights Bill, which is making its way through Parliament, as 'the single biggest upgrade to workers' rights in a generation'. Its measures include bolstered rights to parental leave, a crackdown on 'fire and rehire' practices and the removal of the lower earnings limit and waiting period for statutory sick pay. Under the new legislation, bosses will be also be required to offer workers a guaranteed hours contract reflecting the hours they regularly work, as well as reasonable notice of shifts and payment of shifts. According to a new 'roadmap' published by the Government on Tuesday, some changes will be implemented immediately after the Bill receives royal assent but others will take up to two years to come into effect. After the legislation has passed, Conservative-era rules restricting industrial action in sectors including health and education will end as the Strikes (Minimum Service Levels) Act 2023 will be instantly repealed. New protections against dismissal for striking workers will also come into effect after the Bill makes it onto the statute books, the Government said. But changes to sick pay, protections for whistleblowers, 'day-one' paternity leave and unpaid parental leave and reforms to strengthen financial security for staff facing mass redundancies will then take effect in April 2026. In October 2026, measures to end 'unscrupulous' fire and rehire practices and tightened tipping laws aimed at ensuring workers take home a fair proportion of gratuity will be implemented, the Government said. Measures to strengthen right of access for trade unions and protect employees from harassment are now also due to come into effect next October under the roadmap. Finally in 2027, the Government says it will implement: – Full gender pay gap and menopause action plans, which aim to support women in the workplace and will be introduced on a voluntary basis from next April – Bereavement leave – A ban on the 'exploitative' use of zero-hours contracts – 'Day-one' rights to protection against unfair dismissal – Improved access to flexible working, for example by allowing people to work from home – Strengthened protections against dismissal for pregnant women and new mothers. Deputy Prime Minister Angela Rayner said the Government was 'working fast' to deliver the reforms, with some due to kick in 'within months'. Business Secretary Jonathan Reynolds said: '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.' The Department for Business and Trade said that providing a 'structured timeline' would allow stakeholders to plan their time and resources to ensure they are ready for the changes. The Government will continue to consult with 'business groups, employers, workers and trade unions' in phases on the detail of the measures, beginning this summer and continuing into the new year, it said. Hospitality and recruitment bodies welcomed the time to prepare, while union leaders urged employers 'not to wait' for the law change before implementing the reforms. TUC general secretary Paul Nowak said: 'It's welcome that workers will start to benefit from these long overdue changes from later this year – but this timetable must be a backstop. 'We need to see these new rights in action as soon as possible. Decent employers don't need to wait for the law to change. 'They should be working with staff and unions right now to introduce these changes as quickly as possible.' GMB general secretary Gary Smith said: 'GMB members now know when these much-needed improvements will happen – we urge good employers not to wait; do the right thing and make these changes a reality today.' Kate Nicholls, chief executive of UKHospitality, said: 'Clear and precise timelines on when aspects of this legislation, and the processes to deliver them, will come into force is essential, and it was important that the Government embark on providing clarity. 'There are substantial changes for businesses in the Employment Rights Bill and it's right that the Government is using the appropriate implementation periods for the most complex issues for hospitality, in order to get the details right for both businesses and workers.' Neil Carberry, Recruitment and Employment Confederation (Rec) chief executive, said: 'This clear timeline on the Employment Rights Bill gives room for full and frank consultation on how the new rules will be structured. It also gives businesses important time to plan. 'Now we have the roadmap, ongoing and meaningful engagement will be critical to ensuring new regulations allow the flexibility workers and companies value to remain.' The Tories said the roadmap amounted to 'another U-turn' and an admission from the Government that 'they have got it wrong again.' Shadow business secretary Andrew Griffith said: '273,000 people have lost their jobs since the autumn budget and this trade union inspired Bill is going to make that even worse meaning more children growing up in workless households. Labour must throw it out and start again. 'The one thing Reynolds got right is that it is the Conservatives who are opposing his bad ideas. We are giving business a voice and saying what they say privately but that he refuses to listen to.'
Western Telegraph
01-07-2025
- Business
- Western Telegraph
Ban on ‘exploitative' zero-hours contracts to come into effect in 2027
Ministers have opted for a 'phased' rollout of the changes, which were a Labour manifesto promise, in order to balance safeguards for employees with 'the practical realities' of running a company. Prime Minister Sir Keir Starmer has hailed the Government's flagship Employment Rights Bill, which is making its way through Parliament, as 'the single biggest upgrade to workers' rights in a generation'. Its measures include bolstered rights to parental leave, a crackdown on 'fire and rehire' practices and the removal of the lower earnings limit and waiting period for statutory sick pay. Deputy Prime Minister Angela Rayner is overseeing the reforms along with Business Secretary Jonathan Reynolds (PA) Under the new legislation, bosses will be also be required to offer workers a guaranteed hours contract reflecting the hours they regularly work, as well as reasonable notice of shifts and payment of shifts. Under plans outlined in a 'roadmap' published by the Government on Tuesday, some changes will be implemented immediately after the Bill receives royal assent but others will take up to two years to come into effect. After the legislation has passed, Conservative-era rules restricting industrial action in sectors including health and education will be abolished as the Strikes (Minimum Service Levels) Act 2023 will be instantly repealed. New protections against dismissal for striking workers will also come into effect after the Bill makes it onto the statute books. Changes to sick pay, protections for whistleblowers, 'day-one' paternity leave and unpaid parental leave and reforms to strengthen financial security for staff facing mass redundancies will take effect in April 2026. In October 2026, measures to end 'unscrupulous' fire and rehire practices, tightened tipping laws aimed at ensuring workers take home a fair proportion of gratuity will be implemented, the Government said. Measures to strengthen right of access for trade unions and protect employees from harassment are now also due to come into effect next October under the roadmap. Finally in 2027, the Government says it will have implemented: – Full gender pay gap and menopause action plans, which aim to support women in the workplace and will be introduced on a voluntary basis from next April – Bereavement leave – A ban on the 'exploitative' use of zero-hours contracts – 'Day-one' rights to protection against unfair dismissal – Improved access to flexible working, for example by allowing people to work from home – Strengthened protections against dismissal for pregnant women and new mothers. Deputy Prime Minister Angela Rayner said the Government was 'working fast' to deliver the reforms, with some due to kick in 'within months'. Business Secretary Jonathan Reynolds said: '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.' Business Secretary Jonathan Reynolds said the phased approach struck the right balance between protecting workers and businesses (Stefan Rousseau/PA) The Department for Business and Trade said that providing a 'structured timeline' would allow stakeholders to plan their time and resources to ensure they are ready for the changes. The Government will continue to consult with 'business groups, employers, workers and trade unions' in phases on the detail of the measures, beginning this summer and continuing into the new year, it said. Hospitality and recruitment bodies welcomed the time to prepare, while union leaders urged employers 'not to wait' for the law change before implementing the reforms. TUC general secretary Paul Nowak said: 'It's welcome that workers will start to benefit from these long overdue changes from later this year – but this timetable must be a backstop. 'We need to see these new rights in action as soon as possible. Decent employers don't need to wait for the law to change. 'They should be working with staff and unions right now to introduce these changes as quickly as possible.' GMB general secretary Gary Smith said: 'GMB members now know when these much-needed improvements will happen – we urge good employers not to wait; do the right thing and make these changes a reality today.' Kate Nicholls, chief executive of UKHospitality, said: 'Clear and precise timelines on when aspects of this legislation, and the processes to deliver them, will come into force is essential, and it was important that the Government embark on providing clarity. 'There are substantial changes for businesses in the Employment Rights Bill and it's right that the Government is using the appropriate implementation periods for the most complex issues for hospitality, in order to get the details right for both businesses and workers.' Neil Carberry, Recruitment and Employment Confederation (Rec) chief executive, said: 'This clear timeline on the Employment Rights Bill gives room for full and frank consultation on how the new rules will be structured. It also gives businesses important time to plan. 'Now we have the roadmap, ongoing and meaningful engagement will be critical to ensuring new regulations allow the flexibility workers and companies value to remain.' The Tories said the roadmap amounted to 'another U-turn' and an admission from the Government that 'they have got it wrong again.' Shadow business secretary Andrew Griffith said: '273,000 people have lost their jobs since the autumn budget and this trade union inspired Bill is going to make that even worse meaning more children growing up in workless households. Labour must throw it out and start again. 'The one thing Reynolds got right is that it is the Conservatives who are opposing his bad ideas. We are giving business a voice and saying what they say privately but that he refuses to listen to.'
Leader Live
01-07-2025
- Business
- Leader Live
Ban on ‘exploitative' zero-hours contracts to come into effect in 2027
Ministers have opted for a 'phased' rollout of the changes, which were a Labour manifesto promise, in order to balance safeguards for employees with 'the practical realities' of running a company. Prime Minister Sir Keir Starmer has hailed the Government's flagship Employment Rights Bill, which is making its way through Parliament, as 'the single biggest upgrade to workers' rights in a generation'. Its measures include bolstered rights to parental leave, a crackdown on 'fire and rehire' practices and the removal of the lower earnings limit and waiting period for statutory sick pay. Under the new legislation, bosses will be also be required to offer workers a guaranteed hours contract reflecting the hours they regularly work, as well as reasonable notice of shifts and payment of shifts. Under plans outlined in a 'roadmap' published by the Government on Tuesday, some changes will be implemented immediately after the Bill receives royal assent but others will take up to two years to come into effect. After the legislation has passed, Conservative-era rules restricting industrial action in sectors including health and education will be abolished as the Strikes (Minimum Service Levels) Act 2023 will be instantly repealed. New protections against dismissal for striking workers will also come into effect after the Bill makes it onto the statute books. Changes to sick pay, protections for whistleblowers, 'day-one' paternity leave and unpaid parental leave and reforms to strengthen financial security for staff facing mass redundancies will take effect in April 2026. In October 2026, measures to end 'unscrupulous' fire and rehire practices, tightened tipping laws aimed at ensuring workers take home a fair proportion of gratuity will be implemented, the Government said. Measures to strengthen right of access for trade unions and protect employees from harassment are now also due to come into effect next October under the roadmap. Finally in 2027, the Government says it will have implemented: – Full gender pay gap and menopause action plans, which aim to support women in the workplace and will be introduced on a voluntary basis from next April – Bereavement leave – A ban on the 'exploitative' use of zero-hours contracts – 'Day-one' rights to protection against unfair dismissal – Improved access to flexible working, for example by allowing people to work from home – Strengthened protections against dismissal for pregnant women and new mothers. Deputy Prime Minister Angela Rayner said the Government was 'working fast' to deliver the reforms, with some due to kick in 'within months'. Business Secretary Jonathan Reynolds said: '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.' The Department for Business and Trade said that providing a 'structured timeline' would allow stakeholders to plan their time and resources to ensure they are ready for the changes. The Government will continue to consult with 'business groups, employers, workers and trade unions' in phases on the detail of the measures, beginning this summer and continuing into the new year, it said. Hospitality and recruitment bodies welcomed the time to prepare, while union leaders urged employers 'not to wait' for the law change before implementing the reforms. TUC general secretary Paul Nowak said: 'It's welcome that workers will start to benefit from these long overdue changes from later this year – but this timetable must be a backstop. 'We need to see these new rights in action as soon as possible. Decent employers don't need to wait for the law to change. 'They should be working with staff and unions right now to introduce these changes as quickly as possible.' GMB general secretary Gary Smith said: 'GMB members now know when these much-needed improvements will happen – we urge good employers not to wait; do the right thing and make these changes a reality today.' Kate Nicholls, chief executive of UKHospitality, said: 'Clear and precise timelines on when aspects of this legislation, and the processes to deliver them, will come into force is essential, and it was important that the Government embark on providing clarity. 'There are substantial changes for businesses in the Employment Rights Bill and it's right that the Government is using the appropriate implementation periods for the most complex issues for hospitality, in order to get the details right for both businesses and workers.' Neil Carberry, Recruitment and Employment Confederation (Rec) chief executive, said: 'This clear timeline on the Employment Rights Bill gives room for full and frank consultation on how the new rules will be structured. It also gives businesses important time to plan. 'Now we have the roadmap, ongoing and meaningful engagement will be critical to ensuring new regulations allow the flexibility workers and companies value to remain.' The Tories said the roadmap amounted to 'another U-turn' and an admission from the Government that 'they have got it wrong again.' Shadow business secretary Andrew Griffith said: '273,000 people have lost their jobs since the autumn budget and this trade union inspired Bill is going to make that even worse meaning more children growing up in workless households. Labour must throw it out and start again. 'The one thing Reynolds got right is that it is the Conservatives who are opposing his bad ideas. We are giving business a voice and saying what they say privately but that he refuses to listen to.'
Daily Record
01-07-2025
- Business
- Daily Record
Ban on ‘exploitative' zero-hours contracts won't happen until 2027
UK Government ministers have opted for a 'phased' rollout of the changes in order to balance safeguards for employees with 'the practical realities' of running a company. A ban on 'exploitative' zero-hours contracts and 'day-one' protections against unfair dismissal will not come into force until 2027. UK Government ministers have opted for a 'phased' rollout of the changes to balance workers' rights with 'the practical realities' of running a company. Prime Minister Keir Starmer has hailed the Government's flagship Employment Rights Bill as 'the single biggest upgrade to workers' rights in a generation'. Its measures include bolstered rights to parental leave, a crackdown on 'fire and rehire' practices and the removal of the lower earnings limit and waiting period for statutory sick pay. Under plans outlined in a 'roadmap' published by the Government on Tuesday, some changes will be implemented immediately after the Bill receives royal assent. But others will take two years to come into effect. After the legislation has passed, Conservative-era rules restricting industrial action in sectors including health and education will be abolished as the Strikes (Minimum Service Levels) Act 2023 will be instantly appealed. New protections against dismissal for striking workers will also come into effect after the Bill makes it onto the statute books. Changes to sick pay, protections for whistleblowers, 'day-one' paternity leave and unpaid parental leave and reforms to strengthen financial security for staff facing mass redundancies will take effect in April 2026. In October 2026, measures to end 'unscrupulous' fire and rehire practices, tightened tipping laws aimed at ensuring workers take home a fair proportion of gratuity will be implemented, the Government said. Measures to strengthen right of access for trade unions and protect employees from harassment are now also due to come into effect next October under the roadmap. Finally in 2027, the Government says it will have implemented full gender pay gap and menopause action plans, bereavement leave, a ban on the 'exploitative' use of zero-hours contracts. It will also bring in "day-one' rights to protection against unfair dismissal, improved access to flexible working, and strengthened protections against dismissal for pregnant women and new mothers. Business Secretary Jonathan Reynolds said: '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.' GMB general secretary Gary Smith said: 'GMB members now know when these much-needed improvements will happen – we urge good employers not to wait; do the right thing and make these changes a reality today.'
