Whilst the Employment Rights Bill (‘the Bill’) continues to make progress through the parliamentary system (currently sitting with the House of Lords), we take an overview look at some of the proposals.
Zero hours contracts: The Bill proposes to grant a new right to a ‘qualifying worker’ to be offered guaranteed hours, reflective of the number of hours they have worked in a set period. Other new, proposed rights include the right to reasonable notice of cancellation or change of shift (and payment in such situations) and the right to bring Employment Tribunal claims in respect of rights regarding guaranteed hours and shifts.
Statutory Sick Pay (SSP): Currently, eligible employees can access SSP following the first three days of absence, known as ‘waiting days’. These will be removed under proposals, as will the requirement to earn above the Lower Earnings Limit. Consequently, all eligible employees, regardless of earnings, will be able to access the lower of either, the SSP weekly rate or 80% of their normal weekly earnings, from day one of sickness absence.
Employment Tribunal time limits: The current proposal is to increase the time in which a claim in the Employment Tribunal can be brought from three months to six months. This could increase the number of claims, as potential claimants now have an extended period in which to lodge the claim.
At the time of writing, these changes are yet to take effect, but it will be those employers preparing now, who will be best equipped for the inevitable changes in the employment law landscape.
If you wish to discuss this further, please do not hesitate to contact Molly Mackay by email: mxm@cooperburnett.com or tel: 01892 515022
This blog is not intended as legal advice that can be relied upon and CooperBurnett LLP does not accept any responsibility for the accuracy of its contents.
Originally published in the Tunbridge Wells Business Magazine: www.twbusinessmagazine.com
