Amendments to the Employment Rights Bill (proposed employment law changes)

The Employment Rights Bill (Amendment Paper) was released on 27 November 2024 listing all amendments to the Employment Rights Bill (“the Bill”).

The Amendment Paper is a 53 page document setting out each amendment with an explanatory statement. Some of the key suggested amendments are outlined below:

1. Increasing the time limit for bringing proceedings under the Employment Right Act from three months to six months;
2. The definition of initial period of employment within the unfair dismissal regime will be deemed between 3 months and 9 months;
3. Clarification of the meaning of “short notice” in relation to when a shift is moved and curtailed and changes to any remuneration in cases of short notice of shift movement and curtailment.
4. There has been expansion to the definition of “matters related to gender equality” to include menstrual problems and menstrual disorders relating to the requirements of Employers to provide equality action plans pursuant to the Employment Rights Bill.
5. Clarification as to the requirements of trade unions to have a certificate of independence in order to exercise their right to access workplaces under clause 46 of the Bill and that this right “does not include any part of a workplace used as a dwelling.”

Additionally, MPs have suggested certain amendments, including deeming any non-disclosure agreement which “prevents the worker from making a disclosure about harassment (including sexual harassment)” as void.

The Committee has a variety of meetings planned to consider the Bill and the proceedings shall conclude on Thursday 21 January 2025 at 5.00pm.