People Architects’ Post

It's important to ensure contracts of employment are up-to-date, and a legal requirement under the Employment Rights Act 1996. But as the Government prepares to announce changes to employment law in the highly anticipated Employment Rights Bill, some employers may want to hold off on this key duty to prevent having to duplicate work. I discuss this with Richard Tyler in my latest column for Times Enterprise Network, read more below: https://lnkd.in/etTjJabt #HR #employmentlaw #employmentcontracts

Employment Bill Changes - the Labour Government have already started updating the draft Bill, indicating probation periods will need to be between 3 and 9 months and extending the time for claims to be brought in the Employment Tribunals. They are proposing a 2-year consultation period, how many other changes will be made before any of this becomes law. For more information Emma has provided an update.

Employment Bill 2024 – no need to panic! The government has unveiled its Employment Bill that introduces a raft of reforms that is intended to overhaul the employment landscape. It is anticipated that the updates will not be approved and implemented until Autumn 2026, with many provisions being subject to consultation. However, employers should review their policies and practices now to ensure that they have enough time to implement changes to ensure they will be compliant. There are 28 provisions - click here to read more https://lnkd.in/exUB7gJr 🍑 Contact Peach Law today to find out how these changes will impact your business and what steps you will need to take to make sure you are compliant with the amended legislation. Email: hello@peachlaw.co.uk Tel: 0161 478 3800

STOP PRESS: Government propose to extend the time limit for bringing ALL TRIBUNAL CLAIMS TO 6 MONTHS! Amendments have been proposed to the Employment Rights Bill today which include the proposal to extend the time limit for bringing ALL TRIBUNAL CLAIMS to 6 months. Most are currently 3 months. This will have huge implications for employers and the Tribunal itself, which is already overstretched. Less significantly, but still important, is at the amendments have made clear that the initial period of employment (related to unfair dismissal day 1 rights) which will be prescribed later by Regulations, must be between 3 and 9 months. I believe that the exact duration will be subject to consultation. There are lots more changes set out in the amendment paper, but most are minor. Keep an eye out for our regular updates for more details, it's going to be a busy few years for HR and employment lawyers in getting to grips with all of the changes #hr #ukemplaw

Our latest dashboard provides a detailed analysis of what's included in the Employment Rights Bill, and what's not, highlighting the potential impact on HR/employment law. It's a really useful resource.

Employment Rights Bill: Eight things HR needs to know During the state opening of Parliament, the Government trailed its Employment Rights Bill, which will make wide-ranging and radical changes to employment law in the coming years. In advance of the publication of the full text of the Employment Rights Bill, what do HR professionals need to know about what is in store for them, and the potential implications? #labourgovernment #brightmine #hr #employeerelations #leadership https://lnkd.in/e2N3n5Um

Plenty to digest following the publication of the Employment Rights Bill yesterday! If you don't fancy reading the full 158-page Bill, I suggest you read Amanda Sanders's very helpful summary which sets out what has been included in the Bill, what remains outstanding and what this all means for employers:

What does the new government's flagship Employment Bill means for employers in the UK? There are big changes ahead - but the good news is that there is time to prepare, with unfair dismissal changes held over until 2026. See our newsflash for highlights. #employmentlaw, #MakeWorkPay

🔍 New Developments in Employment Law 🔍 Our latest article covers the Employment Rights Bill’s progress and important consultations on Statutory Sick Pay, zero-hours contracts, industrial relations, and measures to address “fire and rehire” practices. These proposed changes aim to strengthen protections and enhance support for workers. Stay updated on these developments that could impact your business! Read more here: https://lnkd.in/eXRGBwSy #EmploymentLaw #WorkplaceRights #ZeroHoursContracts #UKBusiness

With the election bringing us a new Labour government, we’re expecting many changes to workers’ rights in the UK. With over 30 key employment law reforms proposed and a new Employment Bill to be introduced within their first 100 days in government, their agenda is the biggest upgrade to employment rights for a generation. With these changes soon to arrive, it’s never been more important to understand your responsibilities as an employer. That’s where our partner Citation Professional Solutions comes in. Their Director of Employment Law, Gillian McAteer, has analysed their proposed changes and summarised the top 11 takeaways into a handy free guide. To get your free copy click the link below. DOWNLOAD: https://lnkd.in/gWD86KZg Got more questions? Join Citation’s Director of Employment Law Gillian McAteer on Thursday 11 July at 12-1 pm for an exclusive Q&A session where she’ll discuss the top 11 takeaways live and answer your many inevitable questions. REGISTER NOW: https://lnkd.in/evtzDJ5Z To see how Citation can safeguard and support your business in this year of unprecedented employment law change and beyond, click here. Don't forget to tell them you're a Bradford Care Association member to access preferential rates.