Major Shift in Workers' Rights Policy
The Labour government has performed a significant U-turn on its manifesto commitment to protect employees from unfair dismissal from their first day in a new job.
In a move that has disappointed trade unions, ministers announced that the qualifying period for unfair dismissal claims will be reduced to six months instead of the promised day-one protection. This represents a substantial watering down of one of the key measures originally proposed in the Employment Rights Bill.
What the New Legislation Means for Workers
The current qualifying period stands at 24 months, meaning the reduction to six months still represents significant progress for workers' rights, though falls short of Labour's original pledge.
Despite this compromise on unfair dismissal, several important protections will remain intact from day one. Workers will continue to receive statutory sick pay from their first day of employment, and paternity leave reforms are still scheduled to come into effect from April next year.
Notably, the legislation will not include a statutory probation period, providing greater job security for employees navigating new roles.
Mixed Reactions from Business and Unions
Government ministers have defended the revised approach, describing it as a "workable package" that will "benefit millions of working people who will gain new rights and offer business and employers much needed clarity."
However, the Trade Unions Congress (TUC) has reacted with anger to the announcement. TUC General Secretary Paul Nowak expressed disappointment while urging the House of Lords to respect Labour's manifesto mandate and ensure the bill passes quickly.
Nowak stated: "The Employment Rights Bill is essential to better quality, more secure jobs for millions of workers across the economy. The absolute priority now is to get these rights - like day one sick pay - on the statute book."
The government faced opposition from some business groups regarding the original day-one protection plans, leading to this compromise position that attempts to balance worker protections with business concerns.
