HR professionals working in different sectors anticipate different compliance challenges in implementing the Employment Rights Bill
The most challenging reform(s) for employers
In business, finance, and professional services: the requirement to publish gender equality action plans (21% of HR professionals working in this sector think it’ll be a challenge to implement) and improved protections from detriment on the grounds of industrial action (also 21%).
In healthcare and social services: the proposed reduction in the qualifying period for unfair dismissal (32% of HR professionals working in this sector think it’ll be a challenge to implement) and the new protections against dismissal for pregnant women and new mothers (28%).
In education and at nonprofit organisations: the obligation on employers to not permit harassment of their employees by third parties (32% of HR professionals working in this sector think it’ll be a challenge to implement) and the day one right to paternity leave (21%).
In engineering, manufacturing, and construction: improved access to flexible working (29% of HR professionals working in this sector think it’ll be a challenge to implement) and the strengthened duty on employers to take “all reasonable steps” to prevent sexual harassment of their employees (23%).
In hospitality, leisure, and tourism: improved access to flexible working (33% of HR professionals working in this sector think it’ll be a challenge to implement), the strengthening of statutory sick pay (25%), and the day one right to paternity leave (also 25%).
In public services, law, and security: the day one right to unpaid parental leave (27% of HR professionals working in this sector think it’ll be a challenge to implement) and improved protections from detriment on the grounds of industrial action (also 27%).
In retail: improved access to flexible working (35% of HR professionals working in this sector think it’ll be a challenge to implement), the proposed time limit increase for employment tribunal claims from three months to six months (26%), and stronger protections against dismissal for pregnant women and new mothers (26%).
In science, technology and research: improved protections from detriment on the grounds of industrial action (29% of HR professionals working in this sector think it’ll be a challenge to implement) and the additional threshold for collective redundancy consultation (23%).
In transport and logistics: improved access to flexible working, day one right to paternity leave, the extension of time limits for bringing tribunal claims, and the banning of non-disclosure agreements (NDAs) in workplace harassment cases (25% of HR professionals working in this sector think these will all be a challenge to implement).
