On 27 and 28 November 2024, proposed amendments to the Employment Rights Bill were published. These include government amendments, which are likely be taken forward and non-government amendments that are less likely to be taken forward.
Government amendments (likely)
- To increase the time limit to bring employment tribunal claims from three to six months.
- Introduce a new duty on employers to provide specified information on guaranteed hours rights to affected workers on zero hours contracts.
- To allow for a cap the compensatory award for employees unfairly dismissed during the initial period of employment – no details on amounts have been published.
Non-government amendments (less likely)
- Proposals to set the initial period of employment at between three and nine months.
- Prohibit non-disclosure agreements in relation to all types of harassment.
- Prohibit substitution clauses in contracts for services.
- Require employers to include information in their equality action plans on how they are supporting employees with menstrual problems and menstrual disorders.
- Double statutory family leave pay, increase statutory paternity leave to six weeks and introduce kinship care leave.
The Public Bill Committee will consider all the proposed amendments put forward in the coming weeks and is scheduled to report back to the House of Commons by 21 January 2025.
Employment Rights Bill (amendment paper) 27 November 2024.pdf
Employment Rights Bill (amendment paper) 28 November 20248.pdf
