Employment Rights Bill: Business Owners - Bee Prepared | Part 1

The Employment Rights Bill is bringing in some big shifts, especially for small business owners. Here is my 101 breakdown on what’s changing and what you need to know to stay ahead.

Gone are the days of complete control over zero-hour contracts. The new Employment Rights Bill will give zero hour workers the right to ask for some consistency after 12 weeks, bringing a bit more certainty to their workday hustle. If a worker has had a consistent schedule for 12 weeks, they now have the right to ask for more stability. This isn’t about eliminating flexibility but creating a fairer balance so that people aren’t left hanging.

While casual work will still exist - choice is key here.

I think this will be great for both parties - giving workers a bit more predictability in their work/home lives, leading to happier, more committed employees - great for employers!

Then there’s fire and rehire, for those not aware of this practice it’s a popular (sometimes risky) process to adjust tricky employee contract terms - now under scrutiny. This bill cracks down on businesses that use this tactic without good reason, giving workers new protections against unfair dismissal. Business owners will need to be prepared to have clear, solid reasons if they turn down these requests; otherwise, they could face legal challenges.

Combine this with flexible working requests allowed from day one, and it’s clear that the landscape is shifting towards more overall employee control.

This change (along with many updates of late) means that building an adaptable, fair workplace isn’t just nice-to-have; it’s now a business essential.

Key takeaways

Goodbye to zero-hour uncertainty: No more unpredictable hours. Workers with regular shifts will have the right to request consistent hours after 12 weeks. But casual work can still exist—choice is key.

‘Fire and rehire’ under the microscope: Businesses face tougher restrictions on changing contracts. Automatic unfair dismissal protection means legal caution is essential.

Flexible working from day one: Employees now have more power to request flexible arrangements immediately, forcing employers to justify rejections.

Adapting to these new employment laws doesn’t have to be a headache. At Bee Connected HR, I’m here to simplify the process, so you can focus on running your business while I make sure you’re compliant and up to date. From reviewing your contracts to building policies that reflect these changes, I’ll help you keep your people connected, teams empowered and most your business protected. Let’s make these ever changing up-sates easy and keep your workplace buzzing! 🐝🐝🐝

Rachel

Beeconnectedhr.com