April next year will see changes to statutory sick pay, changes to paternity and parental leave and trade union recognition.
Six months later in October 2026, tipping laws are set to be tightened with employers’ duty to prevent sexual harassment also being strengthened.
Next year, rights will be introduced to guarantee hours, increase existing rights to request flexible working as well as changes to an employees’ right to claim unfair dismissal.
The use of zero hours contracts in their current form is set to end in 2027 alongside the introduction of further harassment protections, ‘day 1′ right to protection from unfair dismissal and improving access to flexible working.
Clarity needed
UKHospitality warned of the additional costs on business of the changes, calling on the Government to use the timelines to constructively engage with businesses on the details of the policy.
Chief executive Kate Nicholls said: “Clear and precise timelines on when aspects of this legislation and the processes to deliver them will come into force is essential and it was important the Government embarks on providing clarity.
“These are substantial and expensive changes for businesses in the Employment Rights Bill and it’s right the Government is using the appropriate implementation periods for the most complex issues for hospitality, in order to get the details right for both businesses and workers.
“We have been clear with the Government the changes regarding guaranteed hours and predictability of shifts will be the most complex for hospitality businesses and therefore, necessitates a significant implementation period.
“It’s important it has acted on our concerns and it must now use this time to work with businesses on an appropriate policy framework and clear guidance.”
No capacity
She added: “Businesses are understandably wary about the cost and complexity of the more immediate changes in the Employment Rights Bill, particularly alongside increases to national insurance contributions and business rates.
“Hospitality businesses have absolutely no more capacity to absorb costs and the Government must not increase the sector’s cost burden once again.”
In October last year, employment law specialists advised the pub sector to review their employment practices so they were ready to implement changes when the bill comes into force.
At the same, concerns were raised about the costs as a result of the changes.
