Exploitative use of zero hours contracts ended
Day-one right protection from unfair dismissal introduced
New collective redundancy consultation threshold introduced
Gender pay gap and menopause action plans
New rights for pregnant workers
Flexible working changes
Bereavement leave introduced
Fire and rehire restrictions introduced
Duty to inform workers of their right to join a trade union introduced
Employers required to take “all reasonable steps” to prevent sexual harassment of their employees and third-party harassment prohibited
New rights and protections for trade union representatives introduced
Employment Tribunal time limits extended
Collective redundancy protective award maximum period doubled
Day-one paternity leave and unpaid parental leave introduced
Fair Work Agency established
Statutory Sick Pay lower earnings limit and waiting period removed
Trade union recognition process simplified
It is possible that the Employment Rights Bill might receive Royal Assent, one year after it was published
On the day the Bill receives Royal Assent, the Strikes (Minimum Service Levels) Act 2023 will be repealed in its entirety
Collective redundancy
Flexible working
A package of trade union measures including electronic balloting and workplace balloting and simplifying trade union recognition processes
Fire and rehire
Bereavement leave
Rights for pregnant workers
Ending the exploitative use of zero hours contracts
consultations include:
Giving employees protection from unfair dismissal from day-one, including on the dismissal process in the statutory probation period
Following conclusion of the first round of debates in the House of Commons, debates commence in the House of Lords
Government response to consultations on:
Strengthening statutory sick pay
Strengthening remedies against abuse of rules on collective redundancy and fire and rehire
The application of zero hours contracts measures to agency workers
Creating a modern framework for industrial relations
