We set out a summary of the key points outlined in the Employment Rights Bill (Bill) here.
There have been various amendments to the bill since then. Amongst some minor changes, there are some significant new proposals.
These include:
A proposal to extend the time limit for all Tribunal claims from 3 months to 6 months.
The definition of “initial period of employment” for the purposes of day 1 right to claim unfair dismissal will be between 3 and 9 months.
Clarification on the rules for shifts being cancelled at short notice, for which Employment Tribunals will have discretion to order a monetary award and a discretion as to what payment should be made depending on the seriousness of the matter.
In respect of the requirements for employers to provide equality action plans, expansion of the definition of “matters related to gender equality” to include menstrual problems and menstrual disorders.
Prohibition of substitution clauses in employment, worker or dependant contractor contracts
A clause which would render void any non-disclosure agreement insofar as it prevents the worker from making a disclosure about harassment (including sexual harassment).
Trade Unions right of access will be clarified to confirm this does not extend to a workplace which is also a dwelling
Further details of these measures will follow in due course. If you have any queries, please contact our Employment Team who would be happy to discuss.
