Marvin OnumonuA last-minute change to the Employment Rights Bill could worsen the public sector’s lack of readiness, according to Kam Singh (pictured), director of law at Invicta Law.
Just 60% of public sector organisations had started preparing for the new rules before the recent update.
The UK Government revealed a significant change, replacing the removal of day-one unfair dismissal rights with a six-month qualifying period.
They also indicated that the cap on unfair dismissal awards will be lifted.
Before this update, a third of public sector leaders said they were unsure how to implement the Bill.
According to a survey by Commercial Services Group, 67% of local authority leaders said they were familiar with the Bill.
A third, or 33%, said they had little or no knowledge.
Singh said: “The implications of the Bill are still far reaching, and there remains a significant gap in awareness and readiness despite the looming deadline for introduction.”
Singh also noted that the Government estimated the Bill could cost employers up to £5bn.
She stressed the importance of early preparation and clear communication to help minimise costs.
While most of those aware of the Bill said it would improve workforce morale and retention (62%), there were notable gaps in preparedness.
The research indicated that focusing on key areas could help public sector leaders manage the changes: strengthening internal communication, assessing capability gaps, leading a culture of fairness from the top, aligning third-party employment practices, and monitoring impacts.
Leaders reported they were already looking to modernise recruitment, increase engagement, and build trust.
While 56% believed the Bill would help with recruitment and retention, 24% disagreed, and 21% were unsure, saying better pay might be more effective.
Gill Nye, managing director of HR Connect, said: “The vast majority of employees (91%) say stronger employment rights are important, describing them as a moral and practical step forward.
“However, successful implementation of the Bill requires a significant culture change, and employees share that view.
“Success starts with planning, knowledge building and training, and clear communication.”
Nye added: “While the Employment Rights Bill will enforce significant change, adapting to it will become much easier with early planning.”
