Employment Rights Policy Writers
The Employment Rights Bill passed through the Committee stage in January 2025, and a third reading date is expected this Spring. It is passing through Parliamentary stages at a pace and must acquire Royal Assent later in 2025.
We highlighted several pivotal reforms to UK employment law in a previous article published here.
Early Implementation
Key items introduced will become law in 2025 as they do not require further parliamentary activity to enforce them, and employers should begin planning for these adequately in advance.
- 3 day waiting period for Statutory Sick Pay removed
- Refusals for flexible working requests must be “reasonable” (i.e. not just meet one of the statutory decline reasons)
- Time limit for employment tribunals raised from 3 months to 6 months
- Dismissal for failing to agree a variation of contract would become unlawful
As you can see above, review of your existing policies, procedures and manager training is required for significant change which is expected in law in 2025. Proactive communication with your employees is also advised to ensure awareness of the reason behind changes and how your business intends to exceed the rights provided under the new law.
Phased Changes Regarding Increased Duty and Liability for Prevention of Sexual Harassment
An additional item requiring early review is the increased duty and liability on Employers regarding sexual harassment and harassment by 3rd parties. The enhanced duty of employers to ensure they take “all reasonable steps” to prevent sexual harassment will be in place at Royal Assent.
An amendment added at the Committee stage proposes changes to the Health & Safety Act needing additional consultation. This change would impact Risk Assessments and Training needing to include steps to prevent harassment and consider gender implications of Risk.
While the timeline for updating your Health and safety policies and procedures is yet to be confirmed, planning to implement some aspects while reviewing your procedures to ensure “all reasonable steps” have been taken would likely limit disruption to your business and avoid rolling out training multiple times.
Planning Implementation to Minimise Disruption
For example, we shared previously the new protections introduced for workers on zero hours. Those provisions will require further consultation after the Bill receives Royal Assent, but implementing them in advance of being made law can be seen positively by Employees and streamline your activities to prepare your organisation by planning across all the incoming changes rather than only those required in 2025.
Preparing Your Organisation
- Audit Existing Policies: Review contracts, employee handbooks, and procedural documents to identify areas requiring updates.
- Engage with Stakeholders: Involve HR teams, legal advisors, and senior management to align on necessary changes.
- Communicate Clearly: Ensure employees understand their new rights and how these changes will impact them.
- Training and Support: Provide managers with training to manage flexible working requests and implement updated practices fairly.
- Seek Professional Guidance: Policy writing experts, like those at PolicyPros, can help you tailor your documents to effectively meet these new legal requirements.
A Proactive Approach to Compliance
The Employment Rights Bill 2024-25 represents a significant shift in UK employment law, and the timeline for implementation may vary across provisions. By acting now, businesses can avoid potential pitfalls and demonstrate a commitment to fostering a compliant and supportive workplace.
Do you need help translating these changes into your company documents? We specialise in writing and updating bespoke, legally compliant HR policies.
Contact us today to future-proof your organisation and ensure a seamless transition into this new era of employment law.
