You will almost certainly be aware of the draft Employment Rights Bill currently working its way through Parliament. Once the bill comes into force, it will make significant changes to the way in which our employment laws work. So where are we right now and what happens next?
The ‘implementation roadmap’
The Government has recently published a detailed ‘implementation roadmap’. This roadmap provides clarification of when consultation on the proposed changes will take place and, even more importantly, when the new laws are expected to come into force.
One of the biggest changes we are anticipating is the removal of the 2-year qualifying period for the right to bring ‘normal’ unfair dismissal claims. Exactly how any new regime will work is still subject to consultation during Summer and Autumn 2025. However, the roadmap suggests that any legislative changes in this particular area will not come into force until 2027.
Presumably the lengthy ‘lead time’ is an acknowledgement that employers will need the opportunity to adjust and prepare, in readiness for what could be quite a significant shift in the rights of employees, particularly in the early stages of their employment.
Want to take a look?
If you want to take a closer look at the implementation roadmap and check when other expected changes in employment law are likely to take place, click on the link below:
https://www.gov.uk/government/publications/implementing-the-employment-rights-bill
If you want to talk through with us the Employment Rights Bill’s likely impact on your business, please get in touch.
James qualified as a solicitor in 2001, having completed his academic studies at the University of Sheffield. Throughout his career, he has worked for a number of prestigious regional law firms, joining stevensdrake as Head of Employment Law in 2012.
As well as pursuing and defending the full range of Employment Tribunal claims, James spends a considerable amount of his time providing advice and support to businesses of various sizes. He advises on a wide variety of HR and employment law issues, including employment contracts, HR processes and procedures, grievances, disciplinary issues, absenteeism, performance management and settlement agreements. He also regularly helps clients with redundancy exercises and internal reorganisations.
James has previously been described as an ‘Associate to Watch’ by Chambers UK, an independent guide to the legal profession. His clients regard him as “thorough”, “easy to work with” and someone who avoids blinding them with legal jargon.
Outside of work, James balances family life with ambitions of swimming, running and cycling a bit faster.
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