UKHospitality Responds to New U.K. Employment Rights Bill

The Government has announced the details of its Employment Rights Bill, one of its most significant pieces of legislation.

The recognition of the importance of employment flexibility in the Government’s Employment Rights Bill has been welcomed by UKHospitality, but comes alongside warnings that changes are not without cost and ongoing consultation is needed to avoid unintended negative consequences.

Protecting access to zero hours contracts is essential for hospitality workers and businesses and UKHospitality supports tackling any exploitative use of them. An opt-out for those that don’t want a fixed hours contract is crucial and allows flexibility to respond to employees’ lifestyles and business demand.

Plans for day one rights include pragmatic recognition of the need to make sure the job is a good fit for both employee and employer, and probation periods are an important way to allow this assessment.

Kate Nicholls, Chief Executive of UKHospitality, said: “One of our primary messages during a long period of dialogue with Labour in opposition and in Government was to recognise the importance of flexibility to both workers and businesses, and I’m pleased it has done that today.

“However, these changes are not without cost. That’s why the Government should take its time to get the details right, through close consultation with businesses to avoid unintended consequences.

“Rushing to introduce measures too quickly would be the wrong thing to do and would increase the chances of inflicting damage to sectors like hospitality, an employer of 3.5m people and a provider of some of the most flexible roles in the economy.

“Protecting the right for employees to access zero hours contracts when they want them, instead of an outright ban, is a good example of how working together can avoid those potential pitfalls but still eliminate exploitative practices.

“Zero hours contracts are the desired contract for 90%1 of people on them, who actively seek the flexibility to accommodate their lives as working parents, carers, students and many more who lead busy lives.

“Its plans for day one rights also strike the right balance, with a statutory probation period allowing time for both employer and employee to determine if the job is a good fit.

“Ultimately, as it has done so far, working with business groups and unions to strike a balance for the good of businesses and workers alike will be critical to the success of this Bill. We look forward to working with the Government as it takes forward these plans.”