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Public sector unprepared for Employment Rights Bill changes, says expert

A last-minute change to the Employment Rights Bill could worsen the public sector’s lack of readiness, according to Kam Singh, director of law at Invicta Law. 

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Public sector unprepared for Employment Rights Bill changes, says expert
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A 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. 

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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.” 

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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.

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While most of those aware of the Bill said it would improve workforce morale and retention (62%), there were notable gaps in preparedness. 

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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.

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“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.”

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