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.
He 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.”
