⏳ The Queen’s Speech next month will mark more than two years since the Government first announced its intention to publish an Employment Bill following its election in 2019, and more than four years since it accepted the recommendations of the Taylor Review of modern working practices.
Much has changed since then as manufacturers have adapted their workforces and workplaces to reflect the post-pandemic environment, but many of the issues the Government initially sought to address through the Taylor Review and new legislation remain just as relevant.
In areas like the right of employees to request flexible working from their first day in a job – likely to be one of the Bill’s key reforms – which have only become more prominent in the last two years, manufacturers are broadly supportive of the principles behind the Government’s proposed changes but will need to understand exactly how they will be implemented.
Depending on its contents, the legislation could have far-reaching implications for how employers are expected to act, and manufacturers will want to make sure they continue both to comply with the law and to support all of their employees.
As manufacturers think about their strategies for recruiting and retaining staff in 2022 and beyond, the Government has the opportunity this year to end employers’ long wait for clarity and push ahead with the Employment Bill.