Callie Nimki
Employment Advice (For Business)
Employment Right Bill passes its third reading
On 12 March the amended Employment Right Bill passed its third reading in the House of Commons. It will now progress to the House of Lords, where further amendments are highly likely.
However the following were passed on the third reading and should be noted by employers at this stage:
- The obligation to offer guaranteed hours to workers on a zero hours contract will be extended to cover agency workers.
- Statutory Sick Pay for employees who earn less than the Lower Earnings Limited (currently £123) will be set at the flat rate or 80% of normal weekly earnings, whichever is lower.
- The extension of the time limit for bringing Employment Tribunal claims from 3 to 6 months.
- Increasing the maximum period for the protective award for failure to inform and consult on collective redundancies from 90 to 180 days.
The previously heralded “right to disconnect” was not mentioned in the parliamentary debate, and it now seems likely that this will be covered by a Code of Conduct as opposed to legislation.
Other initiatives that did not make it into the Bill, but that the Government has indicated it will support include the extension of protection for whistleblowers, and the introduction of bereavement leave to cover pre-24th week pregnancy loss.
Esther Marshall, employment law specialist solicitor, said:
“This Bill remains a fluid and fast-changing piece of legislation. It is important the employers stay across the changes being made at each stage of the process that will bring the Bill into law. Taking early advice from an employment specialist can help employers be prepared for the many changes to come.”