Are you prepared for changes that are coming?
In October 2024, the Government published the Employment Rights Bill. This document changes the way we manage employee rights.
The Employment Rights Bill is a proposed piece of legislation aimed at strengthening worker protections and clarifying employer responsibilities. It typically covers areas such as fair pay, working conditions, dismissal procedures, leave entitlements, and further strengthening protections against workplace discrimination.
The bill may introduce new rights for employees, enhance enforcement mechanisms, or update existing laws to reflect modern work practices. The aim of the bill, is to create a fairer and more transparent employment framework that balances the needs of both businesses and workers. You can read the ERB here.
Changes to UK Employment legislation you need to be aware of.
🚨ACT NOW🚨
Immediate Action Required: Ensure Compliance with New Sexual Harassment Protections.
The Worker Protection (Amendment of Equality Act 2010) Act 2023 introduces stronger protections against sexual harassment in the workplace, requiring employers to take proactive steps to prevent it. These changes came into force on 26th October 2024.
Has your business implemented these changes yet? If not, we can help ensure you’re fully compliant.
🚀ARE YOU READY🚀
Imminent Action Needed: Prepare for Neonatal Care Leave & Pay Compliance
As part of the Employment Rights Bill, the introduction of Neonatal Care Leave & Pay comes into effect on 6th April 2025. This provides parents with up to 12 weeks of paid leave for babies who require neonatal care after birth.
While eligibility will apply to pay, policies should be implemented now and communicated to your workforce. If you need support with this, we’re here to help.
💷Money💷
Don’t Forget: Update Payroll for National Minimum Wage & Living Wage Increases
From 1st April 2025, the UK’s National Minimum Wage and National Living Wage increased, impacting both businesses and employees.
There are occasions when employees or workers will become entitled to a higher minimum wage rate.
Remember: As an employer, you must update your payroll systems accordingly. It’s also good practice to communicate these changes to your employees if the increase affects them.
This page is subject to change in line with government guidelines and legislative amendments
We need your consent to load the translations
We use a third-party service to translate the website content that may collect data about your activity. Please review the details in the privacy policy and accept the service to view the translations.