In October 2024, a new Employment Rights Bill was introduced to parliament due to the Labour governments plans to “Make Work Pay”. The bill will move into a consultation stage soon and any agreed changes to employment law would potentially come into effect in 2026. As employees and employers, it is always helpful to be aware of potential changes to employment law l that may come into effect in the future.
Some of the proposed changes are:
- Changes to zero-hour contracts – introducing the need for a contract with guaranteed hours and payment for the cancellation of shifts at short notice.
- Bereavement leave – Introduction of a new right to bereavement leave from day one.
- Paternity and Maternity leave – Making paternity leave a right from day-one of employment and changing rules around maternity leave.
- Flexible working – Introducing the need to make flexible working a right from day one unless a justifiable business reason is given.
- Menopause action plans – Introducing the need for companies with over 250 staff to introduce a menopause action plan.
We hope you found this blog about potential changes to employment law helpful. For more details on how you can prepare and details of more potential changes, please do visit this page from the CIPD here and Parliament here.
If you would like help finding your new dream role, please do visit our careers page here.
