You've probably heard about the whole raft of changes expected to be made to employee rights. Claimed by the government to be the biggest "upgrade of rights at work for a generation", the proposed changes could involve far reaching consequences for the hospitality industry.
The government is entering a period of consultation, which will include speaking to business groups; so the detail still needs to be agreed, and there is every chance changes will be made. Either way, the new rights are expected to be introduced in 2026.
The two year window might remove any immediate panic, but it makes sense for businesses to prepare as much as possible in advance, as it will put them in a much stronger position to adapt, once the changes have been finalised and introduced.
Probably the biggest anticipated change, will be the introduction of the day-one right for many situations. Many employee rights, currently have a qualifying period before an employee can benefit from them; but it's now being proposed that those entitlements, along with some new ones, will kick in from the very first day of employment. These include:
protection from unfair dismissal
statutory sick pay
paternity leave
unpaid parental leave
unpaid bereavement leave
flexible working
Another area being considered as part of the proposed bill, is zero-hours contracts. They've been a hot topic of debate for years, with strong opinion on both sides; and they look set to be a key focus for the next two years too. Hospitality is the biggest user when it comes to zero-hours contracts, so we'll be keeping a close eye on developments.
It wouldn't be helpful to hedge any bets on specifics relating to any of the proposals, but over the coming months, we'll be looking at ways that can help businesses with their preparation.
If you'd like to discuss the current proposals, and their potential effect on your own business, please feel free to contact the helm team at: hello@helmpositiveworkplaces.co.uk
Comments