The Employment Rights Bill 2024-2025 has been making steady progress through Parliament. Introduced in the House of Commons in October 2024, the bill has undergone extensive scrutiny and amendments, reflecting the government’s commitment to enhancing workers’ rights and addressing contemporary workplace challenges.
One of the most notable aspects of the Employment Rights Bill is its comprehensive approach to updating employment legislation. Among the key provisions are measures to increase employer liability, address third-party harassment, and extend the limitation period for tribunal claims.
The bill introduces stricter regulations on employer liability, particularly concerning third-party harassment. This provision aims to protect employees from harassment by individuals who are not directly employed by the company, such as clients, customers, or contractors. Employers will be required to take reasonable steps to prevent such harassment, and failure to do so could result in significant legal consequences.
This change underscores the government’s commitment to creating safer and more respectful workplaces.
Another critical change proposed in the bill is the extension of the limitation period for bringing tribunal claims from three months to six months. This extension applies to a range of claims, including unfair dismissal, discrimination, and redundancy pay disputes.
The extended timeframe is designed to give employees more time to seek legal redress, ensuring that they are not unduly pressured to make hasty decisions about pursuing claims.
The Employment Rights Bill has successfully passed several key stages in Parliament. After its introduction and first reading in the House of Commons, the bill underwent a second reading in October 2024, where its general principles were debated. Following this, the bill was examined in detail during the committee stage, where numerous amendments were proposed and debated.
The bill has now reached the final stages of its legislative journey. It has passed through the House of Commons and is currently being considered by the House of Lords. The latest updates indicate that the bill is in the report stage in the House of Lords, with final amendments being reviewed.
If the bill passes this stage, it will proceed to the consideration of amendments and, ultimately, receive Royal Assent.
The anticipated changes in the Employment Rights Bill are expected to have significant implications for both employers and employees. Employers will need to review and potentially revise their policies and procedures to ensure compliance with the new regulations. This may involve implementing more robust measures to prevent third-party harassment and adjusting internal processes to accommodate the extended limitation period for tribunal claims.
For employees, the bill promises enhanced protections and greater access to justice. The extended limitation period, in particular, is seen as a positive step towards ensuring that employees have sufficient time to consider their options and seek legal advice if necessary.
The Employment Rights Bill represents a major step forward in the evolution of UK employment law. By addressing critical issues such as employer liability, third-party harassment, and the limitation period for tribunal claims, the bill aims to create a fairer and more supportive environment for workers. As the bill progresses through its final stages in Parliament, both employers and employees should prepare for the forthcoming changes, which could come into effect as early as October 2025.
To find out more information or to discuss the Employment Rights Bill 2024-2025, please get in contact with our team of experts.
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