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latest Employment Rights Bill amendments

MPs propose amendments to the Employment Rights Bill

Posted by HR & Employment Team

During the committee stage in the House of Commons, Members of Parliament (MPs) have proposed numerous amendments to the Employment Rights Bill.

The Public Bill Committee has now completed its work and reported the Bill with amendments to the full House.

This means that a group of MPs, called the Public Bill Committee, has finished reviewing the Employment Rights Bill.

  • They’ve examined the bill and made changes to it
  • They’ve now presented this revised bill (with the amendments) to the entire House of Commons

Essentially, the Public Bill Committee has done its part in shaping the bill, and now the whole House of Commons will debate and vote on it, considering the changes suggested by the Committee.

The report stage (where the House of Commons will debate and potentially make further changes to the bill based on the recommendations from the Public Bill Committee) and third reading (the final stage of debate in the House of Commons whereby MPs can discuss the bill in its current form, but no further amendments can be made – they will then vote on whether to approve the bill) will take place on a date to be confirmed. An Amendment Paper has been published, listing proposed amendments in the order they are expected to be decided.

What key amendments have been put forward?

Proposal introducing a new right to “domestic abuse victims’ leave.” If this amendment is included in the Employment Rights Bill when it becomes law, the Secretary of State would be required to make regulations entitling a worker who is a victim of domestic abuse to be absent from work, on leave, within 12 months of the Bill being passed.

The worker would be entitled to at least 10 working days’ leave and the benefit of the terms and conditions of their employment that would have applied but for the absence. It is unclear if this would include pay. Workers would have the right not to be unfairly dismissed or suffer any detriment on the ground that they are a person affected by domestic abuse.

Proposal to create another new preventative duty for employers, similar to the duty to take reasonable steps to prevent sexual harassment of their workers.

Under tabled amendments to the Equality Act 2010, employers would be required to take all reasonable steps to prevent their workers from experiencing domestic abuse in the course of their employment.

Other proposed amendments include making carer’s leave a paid leave entitlement, making caring a protected characteristic under the Equality Act 2010, and doubling Statutory Maternity Pay.

The success of these proposed changes will depend on several factors. Careful consideration must be given to the practical implementation of these new rights and duties, ensuring they are accessible and effective for all workers. Adequate funding and support mechanisms will be crucial for employers to comply with new obligations, such as preventing domestic abuse in the workplace.

The debate around the Employment Rights Bill highlights the ongoing evolution of workplace rights and protections in the UK. As the labour market continues to evolve, it is essential that legislation keeps pace, ensuring a fair and equitable working environment for all employees.

The Employment Rights Bill is currently undergoing changes, and navigating these updates can be complex. Supportis can be your partner in ensuring your business stays compliant with evolving employment law.

How Supportis Can Help

We offer a comprehensive suite of services to help businesses like yours navigate the changes proposed in the Employment Rights Bill and beyond, including:

  • help developing and reviewing your internal policies to ensure they align with the latest employment law, including the upcoming changes in the Employment Rights Bill.
  • training (remote or in-person) on various employment law topics, helping your managers and staff understand their rights and responsibilities.
  • 24/7 HR access included at no extra cost to answer your questions and provide guidance on navigating employment law complexities, including those related to the Employment Rights Bill.

Streamlined HR Processes

In addition to the above, we offer Cirrus, our secure online client portal. Developed in-house by HR experts, Cirrus streamlines HR processes, giving you a central hub to manage your HR needs.

Contact Supportis Today

Let Supportis be your guide through the ever-changing landscape of employment law. Contact us today on 0161 603 2156 or [email protected] to learn more about how we can help your business stay compliant and thrive.

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If you'd like to find out more about how Supportis can help your business flourish then give us a call on 0161 603 2156 or send us an email.

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