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 quickly and must acquire Royal Assent later in 2025.
In a previous article published here, we highlighted several pivotal reforms to UK employment law and discussed aspects that would be in place at the point of Royal Assent.
This article highlights the key amendments introduced by the Committee stage, which concluded after 11 hearings on January 16th 2025. Further rights for employees within multiple categories have been added.
Carers Rights
- Carer’s leave will now be fully paid for the one week following its prior introduction as unpaid statutory leave.
- Caring is to be added as a 10th protected characteristic under the Equality Act 2010.
Now is the time to consider updates to your Leave policies, Equality policies and ensure line management is actively trained to respond and support those Employees who would be legally classed as Caring.
Domestic Abuse Victims
- Additional leave category for victims of domestic abuse is to be introduced, but further consultation to define what and how is required.
Parents and Guardians
- Further protections to be added to parental leave
- Businesses with more than 250 employees must publish their parental leave and pay policies.
- Significant increase to weekly rate of statutory pay for family leave (including maternity, paternity, shared parental, adoption, parental bereavement)
- Contractors and self-employed have the right to adoption leave pay
- Pregnancy loss to be entitled to parental bereavement leave
- Additional family leave category for “Kinship Care” includes scenarios such as special guardianship, foster care, etc.
In light of the additional breadth added to the Employment Rights Bill through the Amendments, it is imperative to start preparing your organisation for its enactment.
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 tailor your documents to meet these new legal requirements effectively.
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.
