New UK Employment Rights Bill: Key Changes July 2024 | UK Immigration Updates

A historic bill about employment rights was introduced by the UK government and was validated by the King’s address on July 17, 2024. This comprehensive law is the biggest improvement to workers’ rights in a generation since it aims to outlaw exploitative practices and greatly improve employment rights.

This guide will examine the main adjustments made by the new bill and how they will affect UK workers.

Introduction of the Employment Rights Bill

An Employment Rights Bill was introduced by the new UK government and confirmed in the King’s speech on July 17, 2024. This legislation is the largest improvement to workers’ rights in a generation, as it seeks to outlaw exploitative practices and strengthen employment rights.

Zero-hour Contract Prohibition

The prohibition on zero-hour contracts is one of the main modifications. With the help of this legislation, employees will be guaranteed contracts that accurately reflect their usual working hours and provide fair notice of any shift changes. This action aims to eliminate unilateral flexibility and give employees greater stability.

Eliminating Rehire and Fire Policies

The controversial practice of firing workers and rehiring them in less favorable conditions is another goal of the new bill. With the implementation of this reform, workers will have immediate access to strong remedies and protections against wrongful termination, such as sick pay and parental leave.

UK’s Decision to Make Flexible Work Schedules the Standard

The norm will be flexible work schedules, starting on the first day of employment. As long as the requests for flexible working hours are legitimate, employers must comply. Because they frequently require flexible schedules, parents and caregivers will especially benefit from this shift.

What extra safeguards are available to workers?

Notable modifications also include the elimination of the statutory sick pay lower earnings cap, which allows all employees to receive sick pay without the present three-day waiting period. Additionally, it will be illegal to fire a woman. Within six months of her maternity leave return, unless certain conditions are met

Agreements on Fair Pay and Union Activities

In the adult social care industry, the government will implement fair wage agreements and create the Fair Work Agency, a new enforcement agency. Furthermore, needless limitations on trade union activity will be lifted, enhancing the rights and safeguards afforded to workers.

These modifications signify a major advancement in the UK’s defense of workers’ rights. The new job rights bill intends to establish a more equitable and stable work environment for everybody by outlawing zero-hour contracts, terminating fire and rehire procedures, and making flexible working the norm.