It’s finally here: the widely trailed Employment Rights Bill, which most employers have been anticipating since Labour came into power at the beginning of July, has been unveiled in the House of Commons today.
No doubt you’ve seen some of the details covered by the media – giving employees “day one rights” to protection from unfair dismissal, changing sick pay to allow them to claim from their first day off sick, making flexible working the default, banning “exploitative” zero hours contracts, the list goes on.
The question is: what are YOU going to do about it?
Regardless of whether you agree with these changes or not, one thing’s for sure: they alter the employment landscape, giving the employee more power.
Which means that as an employer, there’s more that can go wrong and more that can land you in a tribunal.
It means careful thinking about your recruitment processes…
It means ensuring you’ve got compliant documents covering flexible working and sick pay…
It means doing “probation periods” by the book…
In short, in this new landscape, if you’re running a proper business and you want to make sure it’s protected, HR isn’t an option. It’s a necessity.
And if you know your HR isn’t up to scratch or…whisper it…non-existent, NOW is the time to take action.
You can get details on each of our packages and what you get with each one here.
Whichever one you go for, the key thing is to take action – this new Bill really has changed the game, and unless you get up to speed and protect yourself, you’re leaving yourself and your business genuinely vulnerable.