Proposed Reforms Aim to Overhaul Workers’ Rights in the UK

The United Kingdom is on the brink of introducing significant reforms to workers’ rights, which the government describes as the “biggest upgrade to rights at work for a generation.” However, as these reforms are still in their proposal stages, concerns and uncertainties loom over how some measures will operate in practice. The proposed legislation has sparked a range of reactions from business groups and employers.

One of the notable changes in the proposed bill is the reduction of the period required for workers to claim unfair dismissal. Currently, employees in England, Scotland, and Wales need to complete a two-year qualifying period to secure this right. With the new legislation, this will change to allow claims from the first day of employment, subject to a nine-month probation period during which employers can terminate employment with fewer formalities.

The proposed reforms extend beyond unfair dismissal. The bill also addresses zero-hours contracts, a contested issue among workers and businesses. Employers will now be required to offer guaranteed-hours contracts to zero-hours workers based on the hours worked over a 12-week period. Notably, employees may choose to remain on zero-hours contracts if preferred, but will also have the right to opt for guaranteed hours.

In a move to promote flexible working, employers will be obligated to accommodate such requests from employees starting from their first day on the job, unless they can substantiate that such arrangements are “unreasonable.” Flexible working is defined as any work pattern that suits an employee’s needs, such as flexible start and finish times or working remotely.

Moreover, changes are anticipated regarding Statutory Sick Pay. The waiting period and income threshold currently required to access this benefit will be eliminated. Under the new terms, employees will be eligible for Statutory Sick Pay from the first day of illness, regardless of their earnings.

Parental and bereavement leave are also addressed in the proposal. The reform plans to entitle employees to these types of leave from the first day of employment, removing the current one-year employment condition. Additionally, the practice of dismissing and rehiring workers on less favorable terms will be generally prohibited, except under financial duress threatening company solvency.

Criticism has emerged over missing elements from the bill, particularly the “right to switch off” beyond working hours and the creation of a “single status of worker” intended to protect self-employed workers reliant on a single employer. Legal complexities associated with these areas have led to delays in their inclusion.