Employment Rights Bill: key impacts on employee relations and workforce strategy
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Alongside Marsh McLennan we discussed the critical updates introduced by the Employment Rights Bill and what they mean for employee relations and collective bargaining.
Topics covered:
- Key changes in the Employment Rights Bill
- Impact on Employee relations
- Collective Bargaining and Trade Union Strategy
- Employer Readiness – What You Should Do Now
This session provided practical guidance and strategic insights to help foster positive employee relations in a rapidly changing regulatory environment.
Employer readiness - what you should do now
Additional materials here:
The Employment Rights Bill will transform existing trade union provisions, reshaping employer-employee relations. It will especially affect industries like leisure and hospitality which have many of the characteristics of unionised sectors, such as large numbers of lower-paid workers, involved in high-pressure work, and unsocial hours.
- 1
Understand your level of readiness – how likely are you to receive approaches from unions and how prepared are you for an approach?
- 2
Prepare your communication expertise, negotiation ability and conflict resolution capability to place you in the best place possible for the changes.
- 3
Review policies, enhance communication channels, and train management on the bill’s requirements.
- 4
Improve individual employee relations by fostering transparent communication, addressing grievances promptly, and offering personalised support.
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Build a constructive relationship with a union involves clear dialogue, mutual respect, and defining the scope of engagement to avoid conflicts.
Long-term, the legislation is likely to encourage more formalised labour relations, potentially increasing union presence while encouraging employers to adopt more strategic, employee-focused practices.
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