Employment Rights Bill 2024: What Businesses Need to Know and How Occupational Health Can Help
Two weeks ago, the government unveiled the Employment Rights Bill 2042 – hailed as “the biggest upgrade to rights at work for a generation”. The Bill will reshape employee entitlements and employer responsibilities.
While the details are yet to be defined, the major changes are:
While these changes are not expected to come into force until Autumn 2026, businesses must begin preparing now. The two areas that will likely have the most impact on occupational health (OH) support for businesses are the changes to SSP and flexible working.
Preparing for the Changes
Businesses with established HR departments and access to occupational health services will undoubtedly be better equipped to navigate these changes. However, small businesses, who very often lack these resources, may feel apprehensive. We aim to ease these concerns by helping small businesses prepare for the future, offering practical support to mitigate the risks of workplace absence and extended sick leave.
Early referral to occupational health services is crucial in preventing costly long-term sickness absences. Research shows that the longer an employee is away from work, the less likely they are to return [1]. Effective managerial action and prompt referrals to OH are key to managing short-term absences before they become long-term issues.
Recent evidence supports the effectiveness of early telephone-based intervention in managing sickness absence [2,3]. Implementing early intervention can significantly improve outcomes, benefiting both businesses and their employees.
The Broader Context: NHS and Government Responsibility
These changes will no doubt bring challenges, especially considering the current strain on the NHS. The success of these workplace reforms will depend heavily on robust healthcare policies to support both individuals and businesses. The government must ensure that healthcare infrastructure is capable of meeting demand ensuring timely availability of healthcare intervention to help businesses support their employees to remain in work or facilitate successful return to work following injury or illness.
References
At Linear Health, we are committed to supporting businesses through these changes. We believe that with the right preparation, businesses can navigate the new employment rights with confidence. Our role is to work closely with our HR colleagues, ensuring compliance while also fostering a positive work environment where employees are well-supported, and businesses can thrive.
The next two years of consultation will shape the final version of this Bill, and there are likely to be further adjustments along the way. One thing is clear, change is coming, and businesses must be ready.
We are here to help you prepare. By staying informed and taking proactive steps now, you can ensure that your business remains resilient, and your people well taken care of. Whether you’re a small business looking for guidance or a HR manager aiming to enhance your OH strategy, we’re here to support you every step of the way.
Contact us today to discuss how we can help you stay ahead and ensure your business is ready for the future.
We’d love to hear from you so if you have any comments or questions, or would like to book a call, please reach out. Our friendly team is here to help.