Will laws to raise workers' rights live up to the billing?

A new Labour government is hardly worthy of the name (at least to its core supporters) if it doesn't address the legal rights of working people. Hence the Employment Rights Bill, unveiled as promised in Labour's first 100 days in office, albeit only just beating the deadline.

- SEAN O'GRADY

After some weeks in which, it’s fair to say, things haven’t been running that smoothly for Keir Starmer and his colleagues, the return of parliament from the summer recess and a flow of exciting fresh legislation offers the hope of moving the national conversation on from donors, free tickets and Sue Gray’s salary. And what could be more invigorating for new Labour MPs than helping the people who put them where they are now.

Is the bill “the biggest upgrade to rights at work for a generation”, as claimed?

It could well be, but only if it lives up to certain expectations – at the moment too much detail is out for consultation to be sure. Such discussions with interested parties could take two years. What we do know is that the bill will provide for:

• “Day one rights” to claim unfair dismissal for all. At the moment this only applies to cases involving a protected characteristic (race, disability, gender, age), with others only gaining such rights after two years of employment

• Paternity and bereavement leave rights will also apply from day one

• A universal right to sick pay will apply from the start of employment

• A new specific statutory period of probation, perhaps of nine months for new recruits. This is much longer than the usual period currently. “Light touch” regulation is promised here, to give employers the confidence that they can indeed “let go” a staff member if they’re found unsuitable. There will be consultations on this