Labour's Workers' Rights Bill: Nearly 50 Changes in Government's Plan for Employment Rights Law Shakeup
The past fortnight of political coverage would have you think the only thing happening in Government was a row over how much - now ousted - No 10 chief Sue Gray earned.
But several pivotal pieces of legislation are making their way through Parliament. Together, they will affect almost every person in Britain.
The Government's landmark Employment Rights Bill is set to be introduced in the House of Commons on Thursday.
Related reading: 'Keir Starmer is Playing Right Into his Political Opponents' Hands'
It is based on Labour's pre-election document, 'Labour's Plan to Make Work Pay: Delivering a New Deal for Working People', which was agreed with unions following extensive talks. Labour pledged in its manifesto to implement it "in full".
Other key laws being put through Parliament this month will renationalise the railways (the Public Ownership Bill), and overhaul the private rented sector for 11 million private renters. The Renters' Rights Bill, which will ban so-called No Fault (Section 21) evictions was introduced on 9 October.
While some elements of Labour's initial workers' rights plan are expected to have been watered down in the legislation - which has been subject to consultation with both unions and business leaders - it is still expected to be the biggest advancement in workers' rights in over a generation.
On Wednesday, the Prime Minister's spokesperson said the legislation would ensure workplace rights are "fit for a modern economy" and would "empower working people and kickstart economic growth".
Related reading: Major Construction Company Goes Bust Halting Labour Plans for Prisons and Schools
Asked by Byline Times whether the final package had the support of both unions and bosses, the spokesperson said there had been "significant engagement" with businesses and unions on the bill.
The measures in the bill were described as "pragmatic" and focused on delivering manifesto commitments to improve workers' rights while also improving productivity.
Some outlets have reported that some of the law's most significant provisions may not take effect until 2026. A centrepiece of the bill is the right for employees to claim unfair dismissal from their first day of employment, rather than after two years as currently required. However, this provision is not expected to be implemented until autumn 2026, according to Politico. (Most other measures are expected to come into effect in 2025.)
"They've taken the toughest thing and put it at the end," one source told the outlet.
Employers will reportedly retain the ability to dismiss staff "fairly" during probation periods, which are expected to be set at six to nine months. The exact length of these periods is to be determined through further consultation. Employers are likely to push for nine months.
The bill is described as a "framework", with many details to be decided through consultation.
The length of the "reference period", at which point workers on Zero Hours contracts can request more stable contracts, is likely to be 12 weeks, but this is also subject to consultation, according to Politico.
Deputy Prime Minister Angela Rayner met with business groups and unions to discuss the bill ahead of its introduction on Wednesday night.
The Government claims the bill will "get the balance right between driving an improvement in workers' rights, driving productivity, [improving] living standards, and growing the economy".
Related reading: How Labour's 'Plan to Make Work Pay' Could Mark a Turning Point for the UK Trade Union Movements
An ITV journalist reported that the meeting with unions and business leaders about the bill was heated, though the PM's spokesperson refused to comment on the claim.
Labour's pre-election 'Plan to Make Work Pay' document, published in May, is likely to be held up against whatever comes out of the legislation now that the party is in power, particularly after what could be a fraug
But several pivotal pieces of legislation are making their way through Parliament. Together, they will affect almost every person in Britain.
The Government's landmark Employment Rights Bill is set to be introduced in the House of Commons on Thursday.
Related reading: 'Keir Starmer is Playing Right Into his Political Opponents' Hands'
It is based on Labour's pre-election document, 'Labour's Plan to Make Work Pay: Delivering a New Deal for Working People', which was agreed with unions following extensive talks. Labour pledged in its manifesto to implement it "in full".
Other key laws being put through Parliament this month will renationalise the railways (the Public Ownership Bill), and overhaul the private rented sector for 11 million private renters. The Renters' Rights Bill, which will ban so-called No Fault (Section 21) evictions was introduced on 9 October.
While some elements of Labour's initial workers' rights plan are expected to have been watered down in the legislation - which has been subject to consultation with both unions and business leaders - it is still expected to be the biggest advancement in workers' rights in over a generation.
On Wednesday, the Prime Minister's spokesperson said the legislation would ensure workplace rights are "fit for a modern economy" and would "empower working people and kickstart economic growth".
Related reading: Major Construction Company Goes Bust Halting Labour Plans for Prisons and Schools
Asked by Byline Times whether the final package had the support of both unions and bosses, the spokesperson said there had been "significant engagement" with businesses and unions on the bill.
The measures in the bill were described as "pragmatic" and focused on delivering manifesto commitments to improve workers' rights while also improving productivity.
Some outlets have reported that some of the law's most significant provisions may not take effect until 2026. A centrepiece of the bill is the right for employees to claim unfair dismissal from their first day of employment, rather than after two years as currently required. However, this provision is not expected to be implemented until autumn 2026, according to Politico. (Most other measures are expected to come into effect in 2025.)
"They've taken the toughest thing and put it at the end," one source told the outlet.
Employers will reportedly retain the ability to dismiss staff "fairly" during probation periods, which are expected to be set at six to nine months. The exact length of these periods is to be determined through further consultation. Employers are likely to push for nine months.
The bill is described as a "framework", with many details to be decided through consultation.
The length of the "reference period", at which point workers on Zero Hours contracts can request more stable contracts, is likely to be 12 weeks, but this is also subject to consultation, according to Politico.
Deputy Prime Minister Angela Rayner met with business groups and unions to discuss the bill ahead of its introduction on Wednesday night.
The Government claims the bill will "get the balance right between driving an improvement in workers' rights, driving productivity, [improving] living standards, and growing the economy".
Related reading: How Labour's 'Plan to Make Work Pay' Could Mark a Turning Point for the UK Trade Union Movements
An ITV journalist reported that the meeting with unions and business leaders about the bill was heated, though the PM's spokesperson refused to comment on the claim.
Labour's pre-election 'Plan to Make Work Pay' document, published in May, is likely to be held up against whatever comes out of the legislation now that the party is in power, particularly after what could be a fraug
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