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UKHospitality (UKH) has welcomed news that the government is no longer planning to include unfair dismissal from day one in its Employment Rights Bill.
Under the proposals, employees would have been able to take their employers to tribunal for unfair dismissal from their first day of employment but the government has ditched this in favour of a six-month threshold. Currently, employees must wait two years to gain this right.
The organisation called this move a “pragmatic change that addresses one of hospitality businesses key concerns”.
UKH has now called on the government to delay the introduction of statutory sick pay in light of the changes to minimum wage, business rates and other things.
Kate Nicholls, chair of UKHospitality, said: “We made clear representations to the Government that a six-month qualifying period would be much more practical for businesses and maintain job opportunities for young people, and I’m glad they have acted on those concerns.
“The Employment Rights Bill will still bring substantial changes and extra costs to hospitality businesses. This would give businesses much-needed breathing room and avoid further damage to employment opportunities.”
UKHospitality (UKH) has welcomed news that the government is no longer planning to include unfair dismissal from day one in its Employment Rights Bill.
Under the proposals, employees would have been able to take their employers to tribunal for unfair dismissal from their first day of employment but the government has ditched this in favour of a six-month threshold. Currently, employees must wait two years to gain this right.
The organisation called this move a “pragmatic change that addresses one of hospitality businesses key concerns”.
UKH has now called on the government to delay the introduction of statutory sick pay in light of the changes to minimum wage, business rates and other things.
Kate Nicholls, chair of UKHospitality, said: “We made clear representations to the Government that a six-month qualifying period would be much more practical for businesses and maintain job opportunities for young people, and I’m glad they have acted on those concerns.
“The Employment Rights Bill will still bring substantial changes and extra costs to hospitality businesses. This would give businesses much-needed breathing room and avoid further damage to employment opportunities.”
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It is a long established fact that a reader will be distracted by the readable content of a page when looking at its layout. The point of using Lorem Ipsum is that it has a more-or-less normal distribution of letters, as opposed to using ‘Content here, content here’, making it look like readable English. Many desktop publishing packages and web page editors now use Lorem Ipsum as their default model text, and a search for ‘lorem ipsum’ will uncover many web sites still in their infancy.
The point of using Lorem Ipsum is that it has a more-or-less normal distribution of letters, as opposed to using ‘Content here, content here’, making
The point of using Lorem Ipsum is that it has a more-or-less normal distribution of letters, as opposed to using ‘Content here, content here’, making it look like readable English. Many desktop publishing packages and web page editors now use Lorem Ipsum as their default model text, and a search for ‘lorem ipsum’ will uncover many web sites still in their infancy.
It is a long established fact that a reader will be distracted by the readable content of a page when looking at its layout. The point of using Lorem Ipsum is that it has a more-or-less normal distribution
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