On 12 October 2024, Labour will introduce its long-awaited Employment Rights Bill, a proposal set to overhaul key aspects of UK employment law. The most attention-grabbing feature is the government’s plan to grant protection against unfair dismissal from day one of employment. While these changes are intended to strengthen employee protections, they will also create significant challenges for businesses, bringing with them new financial burdens, legal complexities, and the need for operational adjustments.

• Day-One Unfair Dismissal Rights: One of the most radical shifts in this bill is the extension of unfair dismissal rights to the first day of employment. Historically, employees have had to complete a qualifying period—currently two years—before being eligible to bring an unfair dismissal claim. Under the new proposal, employees would have this right from day one. However, an exemption is expected for probationary periods, provided employers follow a "fair and transparent" process, though the details of this requirement are yet to be clarified.

• Probation Period Limits: The bill is also likely to introduce a cap on probationary periods, restricting them to a maximum of six months. This change would align the UK with practices seen in many European countries, preventing businesses from using extended probation periods as a safeguard against unfair dismissal claims.

• Tighter Pre-Employment Requirements: Employers will need to ensure that robust pre-employment checks are carried out before a new hire begins. This includes validating references, verifying qualifications, proof of the right to work, and having a fully signed contract in place. Failure to carry out these checks could leave businesses vulnerable to early-stage unfair dismissal claims.

• Increased Use of Temporary Contracts: Countries with more employee-friendly laws often see a rise in the use of fixed-term contracts and agency staff, as businesses seek to maintain flexibility while managing risk. The proposed changes may push UK businesses in a similar direction, though this carries its own set of risks, including high turnover rates and the potential for increased costs.

• Employment Documentation Overhaul: The introduction of day-one rights means that businesses will need to review and revise their employment documentation to ensure compliance with the new law. This will include updating contracts, disciplinary procedures, recruitment policies, and equal opportunities policies.



• Rise in Litigation and Employment Tribunal Burden: With more employees eligible to bring claims and the removal of tribunal fees, businesses could face an influx of unfair dismissal cases. This could put further strain on an already stretched employment tribunal system, causing significant delays and adding to legal costs for businesses.

While the changes outlined in the bill are designed to enhance employee rights, they place businesses in a precarious position. The shift towards day-one dismissal rights will significantly increase legal exposure, and the financial and operational consequences of these changes could be profound.

• Increased Litigation Risk: The biggest concern for businesses is the inevitable rise in unfair dismissal claims. Day-one protection means that employees can now challenge their dismissal much earlier, creating a broader pool of claimants. Even if claims are ultimately unsuccessful, businesses will still need to invest time and resources in defending against them. Additionally, the removal of tribunal fees will likely lead to an increase in opportunistic claims from employees hoping to secure quick settlements. This creates an environment ripe for ‘have-a-go’ litigants, further increasing the risk of costly disputes.

• Higher Legal and Administrative Costs: Compliance with the new law will require businesses to invest in legal expertise to review and update their employment contracts, disciplinary procedures, and recruitment policies. This will be an immediate cost burden for many organisations. Furthermore, as claims increase, so too will the cost of defending them. Legal fees, settlement payouts, and the cost of engaging in lengthy tribunal proceedings will eat into business resources, especially for smaller businesses with limited legal support.

• Training and Upskilling Managers: The introduction of day-one unfair dismissal rights will also necessitate significant investment in managerial training. Managers will need to be trained in following a transparent and fair dismissal process, even during probation periods. This could involve additional HR support or legal oversight, further increasing operational costs. Ensuring that managers are equipped to handle dismissals correctly will be essential in reducing the risk of claims and maintaining compliance with the new law.

• Impact on Recruitment Practices: Hiring decisions will become even more critical under the new law. The financial stakes of making a poor recruitment choice will be significantly higher, given that employees will now have immediate protection from dismissal. This means businesses will need to be far more diligent in their hiring processes, placing greater emphasis on pre-employment checks, detailed contracts, and thorough onboarding processes. Poor hiring decisions that result in claims could be far more costly under the new regime.

• Increased Use of Settlement Agreements: As businesses seek to avoid lengthy tribunal cases, we may see a rise in the use of settlement agreements to resolve disputes. However, this comes at a financial cost. While settlement agreements can help avoid litigation, they typically involve a financial payout to the employee. Over time, this could become a more common, but costly, solution for businesses looking to avoid tribunal hearings.

• Pressure on HR Departments: HR departments will face greater administrative burdens as they work to update processes, manage probationary reviews, and ensure compliance with the new law. They will need to be more involved in the recruitment process, onboarding, and handling any performance-related concerns during the early stages of employment. These added responsibilities could require businesses to expand HR teams or invest in additional support, further driving up costs.



• Strain on Employment Tribunals: With a larger pool of potential claimants and no financial barriers to bringing a case, the employment tribunal system is likely to become overwhelmed. This could lead to significant delays in the processing and resolution of claims, stretching legal proceedings over months, if not years. For businesses, this means more time spent dealing with unresolved disputes and greater costs associated with prolonged legal battles.

While the full details of Labour’s Employment Rights Bill are still pending, businesses should begin preparing now for the potential changes. Here are some proactive steps companies can take to minimise risk and manage costs:

• Audit Employment Contracts and Policies: Ensure that all employment documentation is updated to reflect potential changes in the law. This includes reviewing contracts, disciplinary procedures, and recruitment policies to ensure they are compliant with the new regulations.
• Strengthen Recruitment Processes: With hiring decisions carrying more weight, businesses should invest in improving their recruitment processes. Conduct thorough pre-employment checks and ensure that new hires fully understand their terms and conditions from the outset.
• Invest in Managerial Training: Ensure that managers are fully trained in fair dismissal practices, particularly in relation to probation periods. This could involve additional support from HR professionals or legal advisors to guide managers through complex cases.
• Budget for Increased Legal Costs: Prepare for the possibility of an increase in claims by setting aside a budget for legal fees, tribunal proceedings, and potential settlement agreements.
• Consider Temporary Contracts Carefully: While fixed-term contracts and agency staff may provide flexibility, businesses should weigh the risks and costs of relying too heavily on temporary labour. High turnover and cost premiums could outweigh the benefits.

The proposed changes in Labour’s Employment Rights Bill will present significant challenges for businesses, increasing their financial and legal exposure. The extension of unfair dismissal rights to day one of employment, tighter restrictions on probation periods, and the likely increase in litigation will all drive up costs and complicate day-to-day operations.

While these changes are still some time away from implementation, businesses should begin preparing now. Reviewing employment documentation, investing in recruitment processes, and training managers on the new requirements will help mitigate risks and ensure compliance when the bill becomes law. The sooner businesses take action, the better positioned they will be to manage the rising costs and liabilities of the changing employment landscape.

At Recruit Mint, we specialise in providing businesses with temporary recruitment solutions, a flexible option that can help navigate the complexities of shifting employment laws. Utilising temporary contracts can offer greater workforce agility, but it requires careful management to ensure compliance with employment regulations. Our expertise ensures that businesses can focus on their core operations while we handle all aspects of the temporary workforce— from sourcing candidates, conducting pre-employment checks, and managing contracts to ensuring legal compliance and smooth onboarding. We take the burden off your shoulders, providing seamless support so you can stay ahead of regulatory changes while maintaining a flexible, highly skilled workforce tailored to your needs. Whether you are looking to fill short-term gaps or need ongoing temporary staff, Recruit Mint has the knowledge and tools to help you manage every aspect with confidence and ease. Get in touch if you have questions following these proposed changes.