The Employment Rights Bill was introduced by the Labour Government on 10th October 2024, promising the most significant upgrade in employment rights in a generation, with a particular focus on improving fairness and protections for women in the workplace.
As we mark International Women’s Day this March 8th, there is no better opportunity to reflect on how the proposed changes stand to create safer, fairer, more supportive workplaces for women across the UK. Understanding these reforms is crucial for employers when it comes to fostering truly inclusive environments where their female employees can thrive.
The Employment Rights Bill is part of the government’s overall mission to increase productivity and promote long-term sustainable economic growth, as well as raise living standards across the UK.
By introducing modern, stronger workplace protections for employees across the UK, the bill will ensure day one rights for workers against unfair dismissal, as well as the right to flexible working and fair pay with an increased minimum wage. Workplace protections will also be introduced, making employment more inclusive and supportive for everyone by addressing long-standing gender disparities.
One of the more significant changes for female employees is the strengthening of maternity protections. The Bill introduces improved maternity leave provisions, as well as safeguarding against unfair treatment both during and after maternity leave.
Women will benefit from extended protection against redundancy, covering their pregnancy, maternity leave through to that crucial period after returning to work, when many can face challenges reintegrating back into the workplace. This ensures that new mothers aren’t unfairly targeted for redundancy during a particularly vulnerable time, thus supporting their long-term career security.
Paternity leave rights have also been amended, meaning fathers and partners will have the ability to make existing entitlements to Paternity Leave and Unpaid Parental leave available from day 1 of employment, with no qualifying period required. This aims to promote shared caregiving responsibilities and reduce the pressure on mothers to be the sole carers in the early months of a child’s life.
While maternity rights are a key focus, the Bill also recognises the needs of older women in the workplace, particularly those going through the menopause, with new policies aimed at supporting them in their careers.
Businesses with 250 more staff members will be required to develop and implement an Equality Action Plan which would highlight the steps they are taking in terms of gender equality. This includes closing the gender pay gap and ensuring outsourced workers are included in pay gap reporting, as well as supporting female employees going through the menopause.
By proactively encouraging organisations to acknowledge and support workers experiencing menopausal symptoms, the Government is knuckling down on both gender and age equality. Older women going through the menopause can and should receive appropriate care and adjustments from work to manage their symptoms.
Now more than ever, people are prioritising a healthy work-life balance. The Bill strengthens the existing right to request flexible working from day one of employment. This is a major win for women, particularly working mothers and caregivers. Employers will also have to provide a valid explanation when rejecting a flexible working request, and employees will have the right to appeal decisions, leading to greater transparency in the decision-making process.
This will make it easier for women to balance their work with family responsibilities and personal needs without fearing the implications, which in turn will have a positive impact on their overall wellbeing.
According to a survey by the Trade Union Congress, 58% of women have experienced harassment in the workplace. This underscores the need for meaningful change, and is something that the Employment Rights Bill addresses by placing a stronger responsibility on employers to prevent harassment before it has the chance to start. This shifts the focus from responding to incidents after they occur to preventing them happening in the first place.
The Bill also introduces a new requirement for employers to protect staff from harassment by third parties (for example clients, customers or suppliers), recognising that inappropriate behaviour can also come from outside of the immediate workforce.
To help employers understand and meet their responsibilities, the Bill clarifies which actions are considered reasonable steps to prevent sexual harassment. This ensures that organisations aren’t only aware of their obligations but have the right guidance on how to fulfil them.
Finally, the Bill adds sexual harassment to the list of matters covered by whistleblowing protections, meaning employees can report any concerns of harassment without fear of retaliation. This should empower workers to speak up about misconduct, contributing to safer and more respectful working environments for both women and minorities.
The Employment Rights Bill marks a vital step towards transforming workplaces into more inclusive environments for women. Strengthening maternity protections, promoting menopausal support, embedding flexible working as a day-one right as well as introducing proactive measures to prevent sexual harassment – the Bill addresses some of the most persistent challenges for women in the workplace today.
For employers, these changes bring both responsibility and opportunity. Now is the perfect time to review policies, update processes and ensure your HR systems are prepared to support these new rights.
At Phase 3, our HR software consultancy can guide you through these upcoming changes, helping you implement technology that supports compliance, inclusion and employee wellbeing. Contact us today to learn how we can help your organisation lead the way in building a better workplace for women.
Assad founded Phase 3 in 2004 and is responsible for the strategy, growth and finances of the business.
