In late 2024 there were some interesting headlines in the mainstream media, together with a lively online discussion, around a particular employment tribunal. One headline ran: "Driver wrongly sacked because swearing ‘more common in the North’". You can see right away why this attracted so much attention. Except it wasn’t true. The claimant won his case because his employers failed to follow a reasonably fair procedure, not because swearing is somehow more socially acceptable ‘north of Watford’. The language, it was judged, would have been in breach of workplace discipline in most places of employment. But, as they say, why let the facts get in the way of a good story?
At this point you may be asking: What has this got to do with employment legislation? Simply because employment law is already complex enough without media myths circulating about what did or didn’t happen in widely discussed cases. Of course, judgements in employment tribunal cases may not set legal precedents, though they do lay bare the way the law works in practice and are therefore useful for practical guidance. It’s vital that HR has access to the facts behind, rather than the speculation about, these cases.
It’s also important because right now parliament is debating the Employment Rights Bill, already judged by some to be ‘the greatest shift in employment legislation in decades’. Its provisions have the potential to impact a significant range of employment law issues, from flexible working to fire and rehire, and from bereavement leave to employment and the menopause.
As this Bill passes through the various stages of the legislative process, comment is likely to focus on key areas. Already that debate, as with the example of the above tribunal, is starting to generate examples of inaccurate reporting. Zero-hours contracts, for example, are just one area. The bill does have provisions regarding these, but at no point does it suggest that they should be banned altogether.
Sorting the fact from the fiction
Everyone working in HR needs to be able to sort the fact from the fiction. It’s difficult enough trying to keep on top of the real current changes in employment law, without the waters being muddied by misleading reporting and speculation – even in the mainstream media. So who can you trust to tell you the truth and enable you to prepare your organisation for what will be likely to happen, and reject what is likely to be mythical?
At Brightmine, we have over two decades of experience of providing employment law information, people data, analytics and insight for a range of global companies. We’ve built our reputation on solutions which enable HR teams to rest assured that they are compliant with all current employment law – and to prepare for future developments. That means providing insights into what will happen, not speculation about what might take place.
We’ve built that confidence by providing templates, guides and tools to enable HR teams to plan ahead, knowing that when legislation does take effect, the systems that need to be in place are in place, and work to deliver the knowledge and insight that drives real change.
Telling you what you need to know, just when you need to know it
We’re committed to providing not only the tools to enable you to be fully compliant with whatever shape and form the Employment Rights Bill finally takes, but to keep you accurately informed of whatever twists and turns that process might follow. We’ve already created a range of guides to help you get clear and useful insights into the next stages of this legislation, but also around other areas of the constantly evolving world of workplace law.
Compliance doesn’t have to be a nightmare. Not at all. With the right tools and support to guide you – and up-to-date and truthful analysis – you can rest assured that whatever future legislation might be put in place, you and your organisation are ready and able to implement the necessary changes, smoothly, effectively and efficiently.
Our very own On Your Radar feature has been designed to offer useful and unbiased advice on the latest developments in the Bill, and other insights into changes in employment legislation. You can access that for free here.
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This article was written by a representative of Brightmine
