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Employment Rights Bill

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In what the CIPD deem a 'landmark moment for British workers' rights', on 10th October 2024, the UK government published its Employment Rights Bill. This bill includes many of the measures previously set out in the Labour Party’s Plan to Make Work Pay and the King’s Speech, with the government describing the bill as taking a “pro-business, pro-worker” approach. In our latest article, James Andrews Group Managing Director, Daniel Bosley, shares his summary of the new legislation, and explores how he sees this affecting the James Andrews Group and the wider recruitment industry.

As a UK recruitment agency MD, I've witnessed numerous shifts in employment law over the last 20 years.The Labour Party Government's Employment Rights Bill stands out as particularly significant however, with far-reaching implications for both employers and employees.

Key points of the new Employment Rights Bill include:
- Day-one unfair dismissal protection
- End to exploitative zero-hours contracts
- Enhanced leave policies
- Strengthened sick pay
- Flexible working as default where practical
- Action plans for gender pay gaps and menopause support

How will this impact the recruitment industry and UK businesses?
As recruiters, we're preparing to guide clients through these changes. While challenging, especially for SMEs, this bill could become a competitive advantage in attracting top talent. We anticipate a more stable workforce and reduced turnover however, these changes will require significant adjustments in hiring practices and retention strategies.

What are the potential benefits for the job market?
- Improved work-life balance
- Increased productivity
- Greater inclusivity
- Enhanced job security
These could lead to a more satisfied workforce overall, changing the dynamics of the UK job market.

At the James Andrews Group, we see that the potential changes to the probationary period, will potentially create opportunity for Temp-Perm recruitment routes for our clients as they try identify ways to recruit which with less risk.

As a senior leader, what are your thoughts on the legislation? How do you think these reforms will impact your organisation? How can the recruitment industry best support this transition?