Employment Rights Bill Amendments: What you need to know

Let's take a look at the key changes:

Zero-Hours Ban

The Government originally proposed that employees will be entitled to a guaranteed hours contract if they consistently work regular hours over a set period. As part of the employment rights bill amendments, the ban will also include agency workers. This means that if you currently work with agency workers, you may need to provide them with a more stable contract.

Statutory Sick Pay

It has been suggested that all workers will be entitled to Statutory Sick Pay and there will no longer be an earning limit to qualify. These employment rights bill amendments grant up to 1.3 million more workers entitlement to Statutory Sick Pay (SSP). Low earners will receive either 80% of their average weekly pay or the current SSP rate, whichever is lower.

Collective Redundancy

If the employment rights bill amendments are eventually passed, employers will have to pay 180 days worth of compensation if employees have not been consulted with correctly throughout the collective redundancy process. This has doubled from the original 90 days. This means that employers will be unable to change contract terms without appropriate notice and consultation.

Bereavement Leave After Miscarriage

Employment Rights Bill amendments will mean that employees who have suffered a miscarriage before 24 weeks will be entitled to two weeks’ bereavement leave. Employers will need to pay employees for these two weeks. This is in an attempt to support employees and improve compassion in the workplace.

How The HR Booth Can Help

At The HR Booth, we understand that navigating employment law changes can be challenging. Our team of HR experts is here to help you stay compliant and adapt to new regulations smoothly. Here’s how we can support your business:

Policy & Contract Reviews – We can review your existing policies and employment contracts to ensure they align with requirements.

Workforce Planning & Budgeting – We’ll help you assess the financial impact of wage adjustments and statutory sick pay changes, ensuring your business is prepared.

Employment Law Guidance – Stay ahead of compliance requirements with expert advice on collective redundancy, maternity protections, and bereavement leave updates.

Flexible Working Solutions – We can assist in implementing flexible working policies that align with legal obligations while supporting business operations.

HR Support & Advice – Our team is on hand to provide ongoing guidance, training, and resources to help you manage these changes effectively.

Contact us via email - [email protected]