31 October 2024

This month saw the introduction of the Employment Rights Bill. Proudly introduced by the Government within 100 days of the General Election, it has already attracted criticism from business groups and opposition MPs for lacking detail and potentially more costs to small businesses. 

British Marine, conscious that the devil will be in the detailed regulations that follow the Bill, is seeking assurance from the Government that those regulations will be carefully drafted to avoid unintended consequences for SMEs who, for example, may rely on flexible, short-term contracts to meet seasonal demand, such as some hire boat companies.  

We also have an opportunity to inform parliamentary scrutiny of the Bill by responding to the Public Bill Committee’s Call for Evidence – so should you have concerns about this legislation please let Joanna know by emailing her at publicaffairs(at)Britishmarine.co.uk  as soon as possible and no later than end of November, so we can bring your concerns to the attention of the Committee. 

Below is a summary of key elements in the Bill:    

• Changes to zero-hour contracts – with a right to guaranteed hours for qualifying casual workers that reflect hours worked during a reference period (likely to be 12 weeks). 

• Day-one right to unfair dismissal protection.

• Day-one right to paternity, parental and bereavement leave.

• Statutory sick pay reforms.

• Flexible working by default from day one.

• Further restrictions on ‘fire and rehire’.

• Protection from sexual harassment.

• Equality action plan requirements on public sector and large companies (250+ employees).

• Major reforms of trade union legislation/recognition.

• Creation of a single enforcement body: Fair Work Agency.

• Protection of new mothers and those on family friendly leave.

• Public sector outsourcing: two-tier workforce.

• Tipping policy consultation.