For those of us working in HR and employment law, 12 October 2024 is a significant date. Why? Because it marks 100 days since the Labour government came to power and as we all know, the government has promised an Employment Rights Bill within its first 100 days.

There will be further process required before the draft Bill becomes law (and it may be that there are amendments made to the draft Bill during the legislative process) but examining the contents of the draft Bill (once it is published) will provide an early indication of the changes employers and their HR Teams should be planning and preparing for.

We explored:

- the changes provided for in the draft Employment Rights Bill;
- what the changes mean for employers and for HR policies, practices and procedures;
- the likely timing for the changes coming into force; and
- other relevant developments since the Labour government came into power.

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