More work to be done to support employers with Employment Rights Bill changes, says the CIPD

Responding to the Government's acceptance of an amendment to set the unfair dismissal period at 6 months, in response to business concerns, Peter Cheese, chief executive of the CIPD, the professional body for HR and people development, said:

“We're pleased to have been in the negotiations with the Government about changes to unfair dismissal reforms, representing the voice of the HR profession. Many of our members were concerned that scrapping the unfair dismissal qualifying period risked organisations cutting back on recruitment, particularly for younger people or those who might need more support. We’re encouraged by the Government’s willingness to listen and that working together with unions, we've reached a workable approach for employers that also delivers stronger protection for employees.  

“It was important to resolve this key sticking point to enable the Employment Rights Bill to move towards Royal Assent. But there are still areas of the Bill that need further clarity and consultation - such as new rights for zero-hours and low-hours workers, and proposals on trade union access and recognition. These changes could affect recruitment and growth or create workplace tensions if not made workable and properly supported by employers. The Government is committing to further consultation in these areas, and we’ll continue to work closely with the profession to reflect employers’ concerns and ensure their voice is heard.  

“The CIPD will provide regular updates, advice and support our profession and businesses to prepare for the changes. This will allow them to update HR policies with confidence and provide training and support for line managers. Support for smaller businesses that may not have dedicated HR expertise will be essential, and the CIPD is committed to working with the Government to make sure clear, practical advice is available for them. 

“The Government must keep listening and stay open to practical solutions in the details to ensure the Employment Rights Bill supports business, the economy and the people working within it. And we will continue to provide evidence, insights and advice on behalf of our members.”