Labour’s newly proposed workers’ rights legislation has come under scrutiny, with a prominent union leader declaring it has “more holes than Swiss cheese.”
While some have praised the Employment Rights Bill as a “seismic shift” for workers’ protections, critics argue that it doesn’t go far enough to rebalance power between employers and employees.
The bill, set to be unveiled, includes significant measures aimed at banning exploitative zero-hours contracts and curbing “unscrupulous” fire-and-rehire practices. These changes are expected to benefit millions of workers across the country. However, some unions, particularly Unite, have voiced concerns, accusing the Labour government of falling short of its promises.
Sharon Graham, general secretary of Unite, expressed disappointment in the bill despite acknowledging its positive steps. “This Bill is without doubt a significant step forward for workers but stops short of making work pay,” Graham said. She criticized the failure to comprehensively eliminate zero-hours contracts and fire-and-rehire tactics, stating that such loopholes “will leave more holes than Swiss cheese that hostile employers will use.”
The bill does introduce a new right for workers to have contracts reflecting the number of hours they regularly work. However, it also allows flexibility for employees who prefer zero-hours contracts, creating a potential gap in the protections it promises.
Calls For Stronger Union Rights Continue
Despite these criticisms, the legislation does bring in notable advancements. Among its provisions are the removal of the two-year qualifying period for protection from unfair dismissal, granting workers those protections from their first day on the job.
In addition, the bill introduces new rights, such as bereavement leave, which Graham acknowledged as a step in the right direction. Yet she promised to push for further improvements as the bill moves through Parliament.
Graham’s critique extends to the lack of provisions in the bill for stronger union access, arguing that real progress requires meaningful rights to unionize and negotiate for pay.
“The Bill also fails to give workers the sort of meaningful rights to access a union for pay bargaining that would put more money in their pockets and, in turn, would aid growth,” she added.
On the other side, Paul Nowak, general secretary of the Trades Union Congress (TUC), was more optimistic. He emphasized that if fully implemented, the bill could “improve working lives for many.” Nowak pointed out that after years of stagnating wages, workers need secure jobs that offer stability.
“Driving up employment standards is good for workers, good for business, and good for growth,” Nowak stated. He also hailed the bill as a significant shift from the “low pay, low rights, low productivity economy” under previous Conservative governments.
Changes to Take Effect by 2026
Ministers have described the Employment Rights Bill as the most significant boost to workplace productivity and pay in a generation. Among its key reforms are measures to end practices that allow employers to undercut good employers by exploiting their workers.
Former TUC president Matt Wrack, general secretary of the Fire Brigades Union (FBU), also applauded the reforms. He described them as a major victory for unions, which have long campaigned for Labour’s New Deal for Working People.
“This very significant extension of workers’ rights is a huge victory for the FBU and other unions that have been at the forefront of campaigning,” Wrack said, adding that workers’ lives will be “immeasurably improved” by these changes.
Wrack urged Labour to waste no time in implementing the new legislation, which he deemed “hugely welcome.” However, despite the bill’s positive reception in some quarters, many of its reforms won’t come into effect until Autumn 2026, with consultations on the finer details scheduled to take place throughout 2025.
The road to full implementation may be slow, but for now, the bill marks a significant step forward for workers’ rights in the UK.
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