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The Coby Philips Community

Welcome to the Coby Philips Community! A space dedicated to insightful discussions, industry expertise, and professional growth. Here, you’ll find our exclusive content bringing together HR and business professionals alike to share their knowledge, tackle key challenges, and explore emerging trends. Whether you missed a session or want to revisit valuable insights, this is your hub for staying informed and inspired. Interested in joining our next event? Register your interest here.

Round Table Event– The Employment Rights Bill

 

Introduction & Purpose:

  • Hosted by Coby Philips, this was the first roundtable event aimed at creating a professional community.
  • Led by James Osborne and Rhys Thomas (Managing Director of WTT), focusing on the UK Employment Rights Bill (ERB).

Overview of the Employment Rights Bill:

  • Published in October last year, set to be enacted later this year or early next year.
  • Brings key legislative changes, shifting power towards employees while increasing administrative responsibilities for businesses.

Key Legislative Changes Discussed:

  • Flexible Working Rights: Becomes the default for all workers; employers must justify refusals.
  • Zero-Hours Contracts: “Exploitative” zero-hours contracts to be banned; workers will have the right to guaranteed hours based on a 12-week reference period.
  • Day 1 Rights: Employees gain statutory sick pay, paternity leave, and unfair dismissal rights from day one of employment.
  • Fire & Rehire Ban: Employers cannot dismiss and rehire employees to force contract changes unless to prevent financial collapse.
  • Protection for Pregnant Workers: Unlawful to dismiss a new mother within six months of returning from maternity leave.
  • Third-Party Harassment: Employers must take “all reasonable steps” to prevent workplace harassment, including by external parties.

Q&A Highlights:

  • Office Presence & Flexible Work: Employers can mandate office-based work if contracts specify it, but must consider flexible work requests.
  • Remote Work from Abroad: Requests will be assessed based on feasibility, time zones, and business needs.
  • Bereavement Leave: Still under consultation; details on eligible family members are pending.
  • Performance Issues Post-Maternity Leave: Unclear how performance-based dismissals will be handled under the new protection period.

Takeaways & Next Steps:

  • Businesses should start preparing policies, reviewing contracts, and training managers ahead of legislative changes.
  • The consultation period will run through late 2025, with secondary legislation expected in 2026.
  • Employers should focus on compliance and employee engagement to navigate the new framework effectively.