Education Secretary Bridget Phillipson revealed that adjustments were made to a prominent government legislation to avoid potential delays in implementing various measures, such as changes to sick pay. The Employment Rights Bill, previously supported by Angela Rayner, faced alterations that led to the exclusion of key protections against unfair dismissal that were initially promised to be in place from day one.
The modification, reducing the time limit for claiming unfair dismissal from two years to six months, was deemed crucial to ensure the timely enforcement of essential rights like sick pay and parental leave starting from April next year. Phillipson emphasized that the government’s actions were in line with the manifesto commitment to consult with stakeholders before finalizing legislation, thus not breaking any promises.
Although some critics viewed the changes as a breach of manifesto pledges, Phillipson clarified that the manifesto specifically highlighted the importance of both implementing rights and engaging in consultations with relevant parties. Despite the amendment requiring six months of service for unfair dismissal claims, down from the current 24-month requirement, it is perceived as a progression towards enhancing workers’ protections.
Notably, the Employment Rights Bill, spearheaded by former Deputy PM Angela Rayner, still includes significant reforms, such as immediate access to sick pay and paternity leave starting in April 2026 if the bill passes into law. Recent discussions between business leaders and trade unions aimed to resolve disagreements and move forward with the legislation, which has faced obstacles in the House of Lords due to the minority status of the Labour Government.
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