Robert Kenward, Fitability recruiter and founder at Jigsaw Talent Solutions, gives his take on the new Employment Bill, what its means and why its important…

The recent budget saw the introduction of the Employment Rights Bill 2024. In a move away from the ‘big business first’ approach of the last government, this legislation puts workers at the centre of the conversation and marks a shift into a more balanced and fairer approach to recruitment and retention. Employees are now afforded real protections from day one. The probationary waiting periods for basic rights have become history. If businesses are serious about talent, they’ll have to start supporting people from the first handshake, not six months in.

For those employers concerned about “the burden” of these new standards, maybe the real issue is in how they’re currently approaching recruitment. The demands of this bill don’t need to be a hurdle. Any company that’s been hiring ethically, professionally and with purpose won’t find these standards threatening. This legislation isn’t a radical new ask; it’s a reasonable adjustment that ensures fairness for both sides. It’s straightforward: hire right, treat people fairly, and this bill becomes nothing more than a sign you’re already on the right track.

Breaking Down What’s Changing

Employees will now receive statutory sick pay from their first day on the job. This ends a long-standing loophole that left workers vulnerable during probation periods and put them at the mercy of arbitrary policies. It also means that for employers, “hire -and-see” recruitment policies won’t fly anymore. Employers can’t just hire and then “test” their employee suitability with a probation period. This bill is pushing back against the outdated view that employees should prove their worth before earning essential rights. From job security to minimum standards in benefits, these protections don’t coddle employees, they simply set a fair starting line for everyone involved.

Flexibility: The Bill’s Core

The bill also requires employers to take “reasonable requests” for flexible working seriously. For businesses still treating flexible work as a “nice-to-have” perk, it’s time for a wake-up call. Flexibility is not a trend; it’s a fundamental component of a modern, balanced workplace. And this isn’t just about pandemic lessons—it’s about allowing people to manage their lives and recognising what many forward-thinking companies have already known: employees perform better when they’re not shackled to rigid schedules.

For employers, this doesn’t have to be an issue. Offering flexible work schedules doesn’t mean an operational free-for-all. It simply means making an effort to consider and accommodate work-life balance requests that make sense. This might mean hybrid work, modified hours, or even rotating on-site days. If your business can’t adapt to these, then it’s not flexibility that’s the issue—it’s your business model. A truly agile organisation is one that can adapt, and the ones that do will ultimately thrive in a competitive industry.

Maternity Leave: A Necessary Update

The new bill also addresses a crucial aspect of employee rights that’s long overdue for improvement: maternity leave. It means that statutory maternity leave kicks in from day one. This is a vital shift—not just for employees but for employers too. Companies that support new parents are investing in a more loyal, motivated team. When employees know they won’t have to choose between their family and their career, they’re far more likely to return to work, focused and ready to contribute.

Having a stable policy on maternity leave isn’t just about compliance; it’s about creating a culture of support. By accommodating parental leave, companies are tapping into a deeper loyalty and commitment that, in the long run, strengthens the entire workforce.

Win-Win for Employers and Employees

This bill is not just about employee protections—it has real advantages for employers too: offering fair terms and rights from day one means your business won’t face constant turnover or skyrocketing training costs. Happy, supported employees are loyal, productive employees, and retaining that kind of workforce is a win-win. There’s a reason that companies known for fair treatment, flexibility, and support have better retention rates, lower attrition and fewer performance issues. Investing in your people translates into better work and a healthier bottom line.

Businesses are bound to see a reduction in their recruitment spend. They’ll build a stable workforce, free from the revolving door effect that plagues so many companies unwilling to evolve. This legislation isn’t about imposing restrictions—it’s about creating a modern workplace that attracts, engages, and retains the best talent. It’s time to stop viewing employment as a series of short-term stints and see it as a partnership.

The Message for Employers: Adapt or Get Left Behind

There’s been resistance, of course, as there always is with new legislation. Some employers worry that these changes will create more costs, or that they’ll lose control over their teams. But those fears stem from a short-sighted view of the role employees play. Businesses that thrive recognise that people are their greatest asset, not just a resource to be managed. When workers feel secure and valued, they don’t just stick around—they invest themselves in the work, driving the business forward.

Moving Forward

As this bill comes into effect, there will inevitably be some learning curves. Some companies may need to overhaul policies or revisit benefits packages. But the big picture is clear: this legislation is creating an era where employment is not a one-sided affair. It’s a partnership that respects the contributions and rights of each individual from the outset.

This new employment rights bill is not a threat but an opportunity. It’s a wake-up call for organisations stuck in the past, and a validation for those already making employee well-being a priority. In a few years, we’ll likely look back at this legislation as a positive turning point. A point where companies that adapted early will be leading in their industries, benefiting from stable, engaged teams.

It’s time to embrace this change, see it for the opportunity it is, and recognise that a fair, balanced workplace is the future. Those who can’t see that may not have a place in it.

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