Based on reports in the press, it seems likely we will see further delays in the introduction of this increasingly important piece of legislation, that has been previously intended for “when the time is right”. As such, your clients have a little longer to get measures in place to prepare for this, should they choose to – it would arguably be a wise use of the time.
What might we see in the Employment Bill?
- A single enforcement body for workers’ rights
- Tips and service charges to be passed in full to workers
- The right to request a more predictable contract after 26 weeks.
- Those pregnant and new mothers to be protected from selection for redundancy due to pregnancy and maternity from the point the employer is notified of the pregnancy to six months after the return to work from maternity leave
- Parents whose babies are sick or are born prematurely and in need of specialist care to get leave and statutory pay
- A week’s leave for unpaid carers
- Changes to flexible working
What should your clients be doing now?
We already know enough details to being preparing for some of the rights, such as carer’s leave – we know this will be unpaid, yearly, and for a week. It therefore will be relatively easy for your clients to adopt as it will be a matter of arranging cover during the leave period.
Flexible working, on the other hand, is going to require a lot more. Likely changes include the ability to apply for it from day one of employment, and to make temporary requests, amongst others.
Preparation will come in the form of new policies, letters for staff, and training for managers in charge of delivering these rights. Whilst it would be unwise to finalise and publish these materials before the bill becomes law, having them in readiness will ensure a smooth transition when it does.
Do Your clients need to wait?
We know that these rights will be introduced, we just don’t know when. Your clients can start to get familiar with what will come and consider how the organisation will respond. Your clients looking to attract and retain the best talent put themselves in a position to show their commitment to their workers, and in return enjoy increased engagement and loyalty to their business might consider introducing these rights now.
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