Employment Law Tightening Up… What You Need to Know
With the Government’s increase in labour costs set to take effect in just over a month, many food manufacturing businesses are looking at ways to offset costs and remain profitable. However, these rising costs are not the only major change on the horizon.
As part of the “Make Work Pay” plan, the Government is introducing reforms to employment rights, which are currently under consultation and set to take effect from 2026. These reforms could significantly impact food manufacturers, particularly those employing flexible or hourly-based workforces.
Key Employment Law Changes to Expect
1. Flexible Working & Leave Policies
- Making flexible working the default for employees.
- Paternity and parental leave available from day one of employment.
- New rights to bereavement leave and additional protections for pregnant women and new mothers returning to work.
2. Ending One-Sided Flexibility
- Banning zero-hours contracts and allowing workers to transition to guaranteed hours contracts based on their regular working patterns.
- Ending ‘fire and rehire’ practices and ensuring fair dismissal procedures, even during probation periods.
- Unfair dismissal protections to apply from day one, removing the current two-year qualifying period.
If you’d like a more detailed breakdown of the Government’s 16-page document:
Give us a call or send an email to request a copy of “Next Steps to Make Work Pay”.
As specialists in food manufacturing recruitment, we help businesses stay ahead of workforce changes and build resilient, cost-effective teams. Get in touch if you need advice on preparing for these upcoming reforms.
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