Government changes to employment law will be “pretty fundamental” and travel businesses should “get their house in order” in advance, according to Travlaw partner and head of employment Ami Naru.
The government published a draft Employment Rights Bill in October with 28 reforms to the current law, ranging from ending zero hours contracts and fire-and-rehire practices to establishing day one rights for paternity, parental and bereavement leave.
The Bill also contains measures to strengthen statutory sick pay, make flexible working the default “where practical” and strengthen protections against dismissal for pregnant women and new mothers.
More: Comment: Labour is moving forward with its plans to shake up employment law
Speaking at a Travlaw Big Tent Event in London in January, Naru said: “We knew there would be changes to employment law with a change of government, but the headline changes are pretty fundamental.”
She noted one change to the law had already kicked in, saying: “Since October there is a duty on all employers to address sexual harassment in the workplace, and believe me it does happen in the travel industry.”
However, Naru argued: “The big change is the introduction of day one unfair dismissal rights. These proposals have to go out to consultation, so the soonest there will be a change is autumn 2026.”
She suggested: “There are companies for which this is not going to change much, but it’s going to have an effect on small companies. There are still so many companies that ask people near the end of their probation ‘How is it going?’
“If you have good managers managing people during their probation, you will manage.” But she advised: “Get your house in order now.”
Naru suggested small employers were “turning more to independent contractors” to deal with the changes to employment rights, noting: “The travel industry was always well set up to deal with independent contractors.”
Kuoni UK managing director Mark Duguid said: “I can’t think of a time when our HR manager has said any legislation would give us cause for concern, even day one rights. We don’t take anyone on if we don’t want them.”
G Adventures managing director of the UK and Europe Brian Young agreed, saying: “We have a workplace code and training in place throughout the organisation. You have to be clear in recruitment and during probation and conduct things properly.”