Upcoming Legislative Changes Impacting Employment Rights in 2023

The UK is set to see significant changes in employment law in 2023, with several proposed legislative changes making their way through Parliament. These changes aim to provide greater protection for employees in various situations, from redundancy during pregnancy and family leave to caring for dependents with long-term care needs.

One of the key proposed changes is the Protection from Redundancy (Pregnancy and Family Leave) Bill, which seeks to extend redundancy protection for employees from the point they announce their pregnancy or intention to take adoption or shared parental leave, up to 18 months after the child’s birth. This would ensure that employees on maternity, adoption, or shared parental leave are prioritized for suitable alternative employment during any redundancy process.

Additionally, the Carers Leave Bill proposes to introduce a right for employees to take at least one week of unpaid leave to care for a dependent with a long-term care need, without fear of dismissal or detriment. The Neonatal Care (Leave and Pay) Bill aims to provide up to 12 weeks of statutory leave and pay for employees whose children are admitted to neonatal care for at least seven days.

Furthermore, the Worker Protection (Amendment of Equality Act 2010) Bill seeks to require employers to take reasonable steps to prevent third-party harassment and sexual harassment in the workplace, with the potential for increased compensation in cases of breach. The Employment Relations (Flexible Working) Bill aims to make flexible working a day one right for employees, with additional requirements for employers to consult with employees on flexible working requests and provide timely decisions.

Employers should also be aware of the Retained EU Law (Revocation and Reform) Bill, which aims to abolish EU laws not specifically reinstated or replaced by the end of 2023, potentially impacting various employment regulations. The Employment Rights (Increase of Limits) Order 2023 will see increases to tribunal limits for redundancy payments and compensatory awards.

Overall, these proposed legislative changes signal a shift towards greater protection and flexibility for employees in the UK workforce. Employers should stay informed and prepare for these changes to ensure compliance and support their employees in navigating these new rights and entitlements.