Leisure Sector Update: Employment law changes announced in the King’s Speech

Welcome to the Harrison Drury Leisure Sector Newsletter. Your regular update on legal developments across the leisure, hospitality and tourism sector. Our aim is to keep you informed, prepared and ahead of the curve with insights tailored to support you and your business.

The King’s Speech included reference to the heavily anticipated Employment Rights Bill and other proposed employment law changes, and these will have enormous implications for employers in the leisure sector. The changes include:

Day one rights for all workers: Protection from unfair dismissal (albeit employers will be able to operate probationary periods to assess new hires), the right to work flexibly (as far as is reasonable), the right to take parental leave, and the right to be paid statutory sick pay (and from day 1 of absence, with no lower earnings limit).

Banning ‘exploitative’ zero-hour contracts: A right to have a contract that reflects the number of hours regularly worked, based on a 12-week reference period, together with the right to reasonable notice of any change in shifts and proportionate compensation paid for any curtailed or cancelled shifts.

Removing age banding in respect of the National Living Wage: This will mean that all workers aged 18+ will receive it.

Introduction of the Terrorism (Protection of Premises) Bill: This will impose training and record keeping obligations on venues where the public can gather. We are also anticipating the following changes which were in Labour’s election manifesto, albeit they weren’t specifically mentioned in the King’s Speech:

Increasing the time limit to bring Employment Tribunal claims: From the current 3 months (for most claims) to 6 months.

Creating a single worker status: A 2-tier framework for employment status that differentiates workers and the genuinely self-employed, which will create a significant extension of the statutory rights applicable to workers.

Preventing sexual harassment: Strengthening the legal duty due to take effect from October 2024 such that employers will be required to take all reasonable steps to prevent sexual harassment in the course of employment, including harassment from third parties.

This is a summary of changes most relevant to leisure sector employers. Our more detailed analysis, which includes suggested steps you can start to take now to protect your business, can be found here:

We have a team of solicitors across a range of legal disciplines all with significant experience in supporting businesses in the leisure sector. Meet our leisure sector team to see how our team can help support you. If you wish to subscribe to our leisure newsletter, please do so here.