Mandate vs mindset | Why HR should use Labour's employment rights bill as a springboard to go beyond statutory requirements

As far as historic days for workers’ rights go, Thursday October 10 2024 is up there as one of the biggest in modern history.

Elected on a manifesto that promised expansive changes to employment legislation within the first 100 days of government, all eyes have been on Labour and the proposed changes that will be made clear through the announcement of their Employment Rights Bill.

The proposed changes are wide-ranging. It is expected that the new legislation will entitle all workers to statutory sick pay from their first day of illness rather than their third day. Changes to maternity pay will entitle women to give notice for maternity leave from the first day of their employment; they must currently have been employed for 26 weeks, earning over £123 a week.

Parental leave is also set to become a day-one right, as well as protection against unfair dismissal. Working fathers are expected to get rights to paternity pay, and stricter rules will likely be introduced around “exploitative” zero-hours contracts.