The Employment Rights Bill 2024 is set to bring significant changes to the way employers and employees interact in the UK. Whether you’re a business owner, a HR professional, or an employee, it’s essential to understand these new laws and how they will impact workplace practices.
Navigating new legislation can be confusing so here’s what you need to know:
1. The New Minimum Wage
One of the most important aspects of the Employment Rights Bill 2024 is the changes to the minimum wage. The government has committed to raising the national minimum wage to ensure workers are paid fairly for their contributions, helping reduce in-work poverty. This new minimum wage applies to all workers, including those on zero-hour contracts. Employers must ensure they stay compliant with these changes to avoid penalties. This amendment has been made to ensure equal pay for equal work. It has been put in place to address disparities in demographics and sectors.
2. Changes to Probation Periods
Another aspect of the new bill relates to probation periods. Under the 2024 bill, probation periods are being standardised across every industry. This change ensures consistency in how long employees are on probation and how quickly they can access full employment rights. For many, this will mean shorter probationary periods and earlier access to benefits such as paid leave and job security. The government is currently looking into setting a new statutory duration for all probation periods, no matter what industry you are in.
3. Paternity and Bereavement Changes
In a progressive move, the Employment Rights Bill expands paternity leave entitlements. Under this new law from the first day of employment, fathers or partners of new mothers will be able to take longer periods of leave following the birth or adoption of a child. The changes ensure that new parents have more time to bond with their children without the stress of financial instability or risking their employment. A worker is also entitled to 2 weeks of paid leave if a child below the age of 18 dies or is stillborn after 24 weeks of pregnancy.
4. Zero-hour Contracts
Zero-hour contracts have been a controversial issue in employment law since they were introduced. The new bill brings stricter regulations on companies to protect workers on these contracts. The law now requires employers to provide more predictability around working hours and schedules, making it easier for employees to plan their personal and professional lives. ‘Exploitive’ zero-hour contracts will be made illegal. The term exploitive may refer to factors such as contracts that don’t guarantee a minimum amount of hours. Workers will also have more power to ask for a contract that reflects their typical 12-week period.
5) Dismissal Protection
Before this bill was introduced, employees had to be at the same company for over 2 years before they received protection from unfair dismissal. This is no longer the case; workers now have these protections from day one. This has been put in place to give new employees the feeling of security in the workplace, not just those that have been there a while.
Final Thoughts
The Employment Rights Bill 2024 is the newest piece of legislation when it comes to adjustments in he workforce. Whether it’s raising the minimum wage, improving paternity leave, or offering better protections for those on zero-hour contracts. This amendment is designed to create a fairer, more secure workplace for everyone. As these changes come into effect, it’s essential for both employers and employees to stay informed and compliant. This is why our HR consultants stay up-to-date with every change so you don’t have to.