The Employment Rights Bill: Key changes for GP practices
The new Employment Rights Bill introduces significant changes to employment law. Here is a summary of the key points that will impact GP practices and how you should prepare:
Day One Rights
Employees will be protected from unfair dismissal from day one. A 9-month probationary period is being considered to balance business needs and allow for easier justification for dismissal.
Action: Review your staff probation policies.
Zero Hours Contracts
Workers will have the right to a guaranteed hours contract based on a 12-week reference period, reasonable notice of shifts, and payment for shifts cancelled at short notice.
Impact: These changes will likely affect how locum and casual staff are contracted.
Action: Assess reliance on zero-hours staff, consider offering more stable contracts for regular locums/casual workers, and prepare for the financial implications of cancelling shifts at short notice.
Flexible Working
Flexible working will become the default for all workers from day one, with employers required to approve requests unless they can prove it’s unreasonable.
Impact: Flexible working could present operational challenges for GP practices, where fixed clinic hours and continuity of care are crucial.
Action: Carefully consider any flexible working requests from clinical or administrative staff and whether there are ways to accommodate them without disrupting the practice.
Sick Pay and Family-Friendly Changes
Statutory sick pay, bereavement leave, paternity, and parental leave will become day one rights for all workers.
Action: Budget for potential increases in SSP costs, have a clear leave policy in place, and communicate it clearly to staff. Prepare staff management plans for when employees take family-related leave.
What Should GP Practices Do Now?
Prepare: Familiarise yourself with the proposed measures and read the ‘next steps’ document.
Plan: Consider workforce models and policies in advance.
Communicate and train: Ensure leadership and staff understand the changes and how they will be affected. Arrange necessary training for staff responsible for HR and staff management to manage probation periods, flexible working requests, and contract changes.
Contact Us
If you have any questions or concerns regarding the Employment Rights Bill and the changes it proposes for your practice, get in touch with our dedicated employment law team today.