The Global Recruiter: Getting Ahead Of The Curve – How Employers Should Prepare For The new Employment Rights Bill

Originally posted in The Global Recruiter September Issue 261, pages 19-21. Written by Suzi Smith, Chief Strategy Officer.

As the government rolls out the Employment Rights Bill, banning exploitative zero-hour contracts and ending practices like “fire and rehire,” employers need to prepare for some big changes. This new legislation, which also includes flexible working from day one and sets up the Fair Work Agency to enforce workplace rights, is set to reshape how we manage our workforce.

The planned ban on exploitative zero-hour contracts will probably hit the hardest. Retail and hospitality often rely on a flexible, on-demand labour pool to handle changing customer demands. But now, there’s a need to introduce more structure and address the rights of individual workers.

Right now, zero-hour contracts can be very unpredictable. Shift workers might have their shifts cancelled with little notice and no compensation. While this flexibility benefits employers, it leaves workers vulnerable. The new bill aims to introduce a minimum obligation contract, ensuring a confirmed minimum number of hours for each worker. While this change seeks to protect workers, it raises questions about how businesses will implement these rules while keeping the flexibility needed in a dynamic retail environment.

Read the full article HERE.

The new Employment Rights Bill introduces significant changes that will require a rethink of your workforce management strategies. By proactively adapting to these changes, you can ensure compliance, protect your employees’ rights, and maintain operational flexibility. Now is the time to review your practices, communicate with your workforce, and make necessary adjustments to thrive in this new regulatory landscape.

Originally posted in The Global Recruiter September Issue 261, pages 19-21. Written by Suzi Smith, Chief Strategy Officer.