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More workers to get sick pay and parental leave rights

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The UK government has introduced a significant overhaul of workers’ rights through the Employment Rights Bill, which aims to improve protections for millions of employees. Key changes include the removal of the two-year qualifying period for unfair dismissal protection, granting statutory sick pay (SSP) from day one of illness, and allowing unpaid parental and bereavement leave from the first day of employment.

These reforms, which have been described as the “biggest upgrade to rights at work for a generation,” are intended to strike a balance between worker protections and business needs. However, the implementation of these changes has faced criticism for being delayed and for lacking clarity in certain areas.

The bill includes plans to extend paternity leave eligibility and introduce new protections for workers on zero-hours contracts, such as guaranteed-hours contracts after 12 weeks of work. Employers will also need to provide a “reasonable” notice for shift changes or cancellations.

While business groups like the Confederation of British Industry (CBI) have generally welcomed the bill, smaller firms have expressed concerns about the potential challenges it may pose. Some worry about the effects of the new rules on hiring, probation periods, and sick pay. The proposed nine-month probation period for new hires, in particular, has sparked debate, with concerns that it could discourage companies from hiring new staff.

The bill is currently subject to consultation, with most of the proposed changes not expected to take effect for two years. Critics, including trade unions, have called for faster implementation and more robust measures, such as the “right to switch off” outside working hours, which will be addressed separately. Despite the delay, many see the bill as a significant step toward improving workers’ rights in the UK.

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