In response to the government’s tabled amendments to the Employment Rights Bill, Ben Willmott, head of public policy at the CIPD, the professional body for HR and people development, said:
“It's positive we’re starting to see more detail on some of the provisions in the bill which will help employers plan for the future. However, the sheer number of amendments to this legislation published by the government underlines the size and complexity of this bill for employers. The government must ensure that, through consultation, the detail of the measures are workable and can improve workplace practices.
“Just as important, the government needs to urgently prioritise an implementation plan, working with the CIPD and other employer organisations, including a clear phased timeline, alongside support and guidance for employers.”
On applying zero hours measures to agency workers
“It’s good that the government is allowing more time to try and find a workable solution to the challenge of applying the proposed new right for zero hours contract workers to have a guaranteed hours contract, to agency workers However, if no effective approach can be developed that works for recruiters, employers and agency staff, the government must be prepared to recognise this and exempt agency workers from these provisions.
“Agency workers play a crucial role in the UK’s temporary flexible workforce which helps employers manage peaks and troughs in demand and bring in specialist skills. Agency work also provides valuable flexibility for individuals and a route into permanent employment.
“The plan to offer zero-hours workers compensation for late notice shift cancellation will go some way towards addressing the government's concerns about one-sided flexibility and help ensure that what's existing good practice in many organisations becomes the norm.”
Creating a modern framework for industrial relations
“Proposed changes to make it easier for unions to achieve recognition, access workplaces and to take industrial action will have significant implications for many businesses. We must see further consultation with employers on key aspects of these proposals to ensure they can support effective collective employment relations and partnership working between employers and trade unions, and don’t undermine workplace democracy.
“More broadly, there’s a need for the government to consider other changes to the employment relations infrastructure and institutions, including more resources for the Central Arbitration Committee and Acas. Many employers will have no experience of working with trade unions and will need support in order to develop the necessary employment relations skills and avoid disputes.”
