The Government released a well anticipated update concerning the implementation of the Employment Rights Bill (‘the Bill’) in July.

That update included a ‘roadmap for delivering change’, which sets out the stages of consultation and implementation of the Bill’s proposed new measures.

Following that development, it was widely touted that the bill would be passed by the House of Lords on 28 October paving the way for the bill to become law in November. The House of Lords had other plans however and the bill is continuing its rally between the House of Lords and the House of Commons so that amendments, previously rejected, can be re-considered. Those amendments predominantly relate to how day one rights for dismissal will work and whether there will be a six months’ grace period, and zero hours contracts – including factoring in seasonal workers.

Whilst we continue to wait for further developments on the bill, the following consultations have been published.

Read each of the consultations on our website: https://www.wilsonbrowne.co.uk/news/business/an-update-on-the-employment-rights-bill/

Or follow these useful links:

Right of access consultation: https://www.gov.uk/government/consultations/make-work-pay-trade-union-right-of-access

Duty to inform consultation: https://www.gov.uk/government/consultations/make-work-pay-duty-to-inform-workers-of-right-to-join-a-union

Enhanced dismissal protection consultation: https://www.gov.uk/government/consultations/make-work-pay-enhanced-dismissal-protections-for-pregnant-women-and-new-mothers

Bereavement leave consultation: https://www.gov.uk/government/consultations/make-work-pay-leave-for-bereavement-including-pregnancy-loss