Natasha Smith, a senior associate at CooperBurnett LLP, provides an update on changes in employment law in light of the Employment Rights Bill
The Employment Rights Bill (ERB) was unveiled by the new Labour government in October 2024 and aims to strengthen workers' rights by effecting numerous changes to employment laws, including unfair dismissal, zero-hours contracts, statutory sick pay entitlements, family friendly rights, and several other areas. There are currently 28 separate changes being proposed in the ERB, so the potential impact of the ERB on businesses cannot be underestimated.
The significant and wide-ranging changes that are being proposed under the ERB are leaving employers and business owners across all manner of industries reeling; however, this article focuses on the expected impact that some of the proposals may have on those working within the care industry.
It is important to caveat at the outset that all of the proposals are subject to consultation with various industry representatives and, as a result, no changes are expected to come into effect until at least Autumn 2026, giving employers much-needed time to review their workforce and take steps to prepare for proposed changes.
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