Latest news with #EmploymentRights
Yahoo
07-07-2025
- Health
- Yahoo
People to be entitled to time off work if they lose baby before 24 weeks
People will be entitled to bereavement leave if they lose a pregnancy before 24 weeks, under new plans to be unveiled by the Government. Ministers are set to amend the Employment Rights Bill so that people will be entitled to protected time off in the event of a pregnancy loss, regardless of the stage at which it happens. Angela Rayner has said that the change will give 'people time away from work to grieve'. Under current rules, parents are entitled to up to two weeks of bereavement leave if a child dies before they turn 18, or they experience a stillbirth after 24 weeks of pregnancy. Amendments to the Employment Rights Bill, will see the right to 'at least one week's leave' expanded to people who lose a pregnancy before 24 weeks. The exact length of the leave will be specified in later legislation after a consultation. The Bill already makes provision to expand bereavement leave, giving employees protected time off to grieve the loss of a loved one. READ MORE: One of two boys found dead on railway line pictured READ MORE: Highly infectious new Covid Stratus takes over UK with unique symptom Business Secretary Jonathan Reynolds has said that the amendments will offer 'dignity and respect'. 'For many families, including mine, that have been affected by pregnancy loss, the decision around returning to work or taking sick leave to grieve properly can make an already painful experience even more difficult,' he said. 'Grief doesn't follow a timetable, and expanding rights to leave for pregnancy loss will ensure every family gets the time they need to heal without worrying about their job.' Deputy Prime Minister Ms Rayner similarly said that 'no-one who is going through the heartbreak of pregnancy loss should have to go back to work before they are ready'. 'I am proud that this Government is introducing a day-one right to protected time off work after experiencing pregnancy loss, giving people time away from work to grieve and spend time with their families,' she said. Vicki Robinson, chief executive of the Miscarriage Association, welcomed the announcement, saying it was 'a hugely important step that acknowledges the often very significant impact of pre-24-week loss, not only for those experiencing the physical loss, but for their partners too'. It comes after ministers announced they would review the system of parental leave, declaring that the current system is 'not working' for families. Mr Reynolds said the Government will investigate the whole system for supporting new parents to take time off work when they have a baby, including maternity leave, paternity leave and shared arrangements.
Yahoo
04-07-2025
- Business
- Yahoo
UK retailers weigh in on new employment rights roadmap
The UK government has unveiled a roadmap for the Employment Rights Bill, aiming to enhance protections for around half of the country's workforce and bring greater clarity for employers. The retail sector, a major employer in the UK, has issued measured reactions to the proposals, emphasising the need for balance between workers' rights and business certainty. The government's Employment Rights Bill roadmap sets out plans to update and extend workers' rights in response to the evolving labour market. It focuses on providing clearer definitions around employment status, simplifying employment law, and improving protections for workers in flexible or gig economy roles. The objective is to offer more certainty to both employees and employers, reducing disputes and ensuring fair treatment across sectors. The proposals include new rights for a significant portion of workers who currently fall outside traditional employment protections, as well as measures aimed at streamlining the regulatory environment for businesses. The government's announcement stresses a dual goal of improving worker security while maintaining economic competitiveness. The British Retail Consortium (BRC), representing UK retail businesses, welcomed the government's intention to provide certainty for employers but urged caution regarding the potential operational impact. Helen Dickinson, BRC Chief Executive, acknowledged the positive intent behind the roadmap, stating that 'clarity and fairness for workers is vital.' She recognised the government's attempt to address the changing nature of work and called for practical implementation that avoids unintended consequences for retailers. Dickinson highlighted the scale and diversity of the retail workforce, noting the sector's reliance on a range of employment types, including part-time and flexible contracts. She stressed the importance of ensuring that new legislation 'supports the flexible working patterns that many retail workers rely on.' The BRC emphasised that reforms should avoid introducing additional complexity or costs that could hinder retailers' ability to manage their workforce effectively. In her detailed comments, Helen Dickinson addressed several key areas of the roadmap. She welcomed efforts to simplify employment status definitions, saying this 'could reduce confusion and legal disputes.' However, she cautioned that any changes must be carefully designed to avoid increasing costs or risks for employers, which could impact retail sector stability. Dickinson also pointed to the need for clear guidance and transition arrangements to help businesses adapt to new regulations without disruption. The BRC supports the government's stated goal of balancing enhanced rights for workers with a regulatory framework that does not stifle business growth or flexibility. Finally, Dickinson called for ongoing dialogue between government and industry to ensure that reforms meet the practical needs of both workers and employers in the retail sector. She said, 'Engagement will be essential to create policies that protect workers while sustaining the sector's vital contribution to the UK economy.' The roadmap for the Employment Rights Bill marks a significant step in updating UK labour law, with the retail industry watching closely to see how changes will affect its workforce and operations. As the government progresses with consultations and legislative development, retailers will continue to voice the need for workable solutions that balance rights and responsibilities. "UK retailers weigh in on new employment rights roadmap" was originally created and published by Retail Insight Network, a GlobalData owned brand. The information on this site has been included in good faith for general informational purposes only. It is not intended to amount to advice on which you should rely, and we give no representation, warranty or guarantee, whether express or implied as to its accuracy or completeness. You must obtain professional or specialist advice before taking, or refraining from, any action on the basis of the content on our site.
Times
02-07-2025
- Business
- Times
With new workers' rights on the way, no wonder employers prefer AI
T he benefits reform debacle was getting all the attention in Westminster this week, but another legislative proposal wending its way through parliament is of more immediate importance to the business community. The Employment Rights Bill has been ringing alarm bells for some time. Handing new rights and benefits to workers is all very well, but employers know those rights will mean more obligations, costs, distraction and risk to themselves. The bill is a hotchpotch of 28 different measures ranging from more rights for trade unions and a crackdown on zero hours contracts to more paternity leave and greater protection from unfair dismissal. Employers, bluntly, are feeling a bit mugged. Those national insurance hikes in April were a significant blow for anyone with a big workforce. So, for some, was the parallel increase in the minimum wage — which has just been raised by 6.7 per cent.
The Independent
01-07-2025
- Business
- The Independent
Zero-hours contacts will be illegal in two years
The government's landmark Employment Rights Bill, described by Prime Minister Sir Keir Starmer as a significant upgrade to workers' rights, will be implemented through a phased rollout extending until 2027. Key provisions, such as a ban on exploitative zero-hours contracts and 'day-one' protections against unfair dismissal, are scheduled to come into full effect in 2027. Immediate changes upon the Bill's royal assent include the repeal of Conservative-era industrial action restrictions and new protections for striking workers. Further reforms, including enhanced sick pay, 'day-one' paternity leave, and measures to end 'fire and rehire' practices, are slated for April and October 2026. The phased approach aims to give businesses ample time to prepare, a move welcomed by business groups, while union leaders urge earlier adoption of the changes and the Conservative opposition criticises the delay.
BBC News
01-07-2025
- Business
- BBC News
Two-year wait for several new workplace rights
Workers will not gain the right to protection from unfair dismissal from day one of their employment for another two years, under government timeline for the newly-published Employment Rights Bill indicates it will also take two years for the government's promised ban on ''exploitative'' zero hours contracts and for new measures on improving access to flexible working to be is the first time the government has set out a timeline for when the different measures within the Bill will be government said it gave firms "clarity and certainty", but one business group said it would bring a "wave of disruptive changes". The Bill is currently still being scrutinised by the House of Lords and is not expected to reach Royal Assent until the government says that as soon as the Bill becomes law, it will repeal the strikes act of 2023 and the majority of the trade union act of 2016 to create what it says will be a "better relationship with unions".Other measures will come into force next year. From April, new whistleblowing protections, new day one paternity leave and unpaid parental leave rights will be enacted. The promised Fair Work Agency will also be established along with changes to sick pay and trade union measures, including simplifying the trade union recognition process. From October next year, the government says measures to be implemented will include ending "unscrupulous'' fire and rehire practices, and changes to the tipping law to ensure a fairer tip some of the most contentious measures, which have faced the most opposition from business groups, will not come into effect until 2027. These include measures to ban exploitative zero hours contracts, "day one" protections from unfair dismissal, and improving access to flexible working. These measures will be subject to further consultation, and it is still unclear exactly how they will be Secretary Jonathan Reynolds said the roadmap for the measures gave businesses the "clarity and certainty they need to plan, invest and grow"."By phasing implementation, our collaborative approach balances meaningful worker protections with the practical realities of running a successful business, creating more productive workplaces where both employees and employers can thrive," he general secretary Paul Novak said the changes were "long overdue" and the new rights needed to be put in place "as soon as possible".However, Tina McKenzie, policy chair at the Federation of Small Businesses, said the timetable "sets out when waves of disruptive changes will now hit small employers in the coming months"."Without listening to proposals from business to improve these reforms, the changes simply add complexity and risk to new hiring and existing employment."
