The Association of Professional Staffing Companies (APSCo UK) has welcomed the Government’s decision to remove plans for day-one unfair dismissal rights from the Employment Rights Bill, describing the move as a “pragmatic and balanced approach” that supports both employers and workers.
“We have consistently argued that introducing day-one rights for unfair dismissal would have created unnecessary complexity and risk for employers, particularly in sectors that rely on flexible and project-based hiring,” said Tania Bowers, Global Public Policy Director at APSCo. “Today’s decision to adopt a six-month qualifying period instead is a positive step that reflects the realities of modern employment while still strengthening protections for workers compared to the current two-year threshold.”
Bowers says the compromise will help maintain confidence in hiring at a time when the UK labour market needs stability and growth. Employers can continue to take on talent without fear of disproportionate risk, while workers gain earlier access to protections than before. She describes this as a workable solution that “balances fairness with flexibility.”
She adds: “APSCo has long advocated for reforms that protect workers without stifling job creation. We will continue to engage with policymakers to ensure that the remaining elements of the Employment Rights Bill support a dynamic, competitive labour market.”
Meanwhile Peter Cheese, chief executive of the CIPD, also welcomed the move: “Many of our members were concerned that scrapping the unfair dismissal qualifying period risked organisations cutting back on recruitment, particularly for younger people or those who might need more support. We’re encouraged by the Government’s willingness to listen and that working together with unions, we’ve reached a workable approach for employers that also delivers stronger protection for employees.
However, Cheese warns that there are still areas of the Bill that need further clarity and consultation – such as new rights for zero-hours and low-hours workers, and proposals on trade union access and recognition.
“These changes could affect recruitment and growth or create workplace tensions if not made workable and properly supported by employers,” he comments. “The Government is committing to further consultation in these areas, and we’ll continue to work closely with the profession to reflect employers’ concerns and ensure their voice is heard.
“The Government must keep listening and stay open to practical solutions in the details to ensure the Employment Rights Bill supports business, the economy and the people working within it. And we will continue to provide evidence, insights and advice on behalf of our members,” Mr Cheese concluded.
