Day-One Rights and Dismissal
The headline change is the move toward making protection from unfair dismissal a day-one right, removing the long-standing qualifying period and reshaping probation. Employers will need robust, well-evidenced probation and performance processes — the practical defence shifts from “not yet eligible” to “fair process, properly documented.”
Worker Status and Zero-Hours
Reforms target one-sided flexibility: rights to guaranteed hours reflecting actual working patterns, reasonable notice of shifts and payment for short-notice cancellation. Businesses relying on casual, zero-hours or gig models should re-test status and cost their workforce on the new basis well before the rules bite.
Sick Pay and Enforcement
Statutory sick pay is being broadened by removing waiting days and the lower earnings limit, and a single enforcement body is intended to consolidate state oversight of employment rights. Combined with changes to “fire and rehire” practice, the direction is clear: stronger floors and stronger enforcement.
Evidence Pack
- 01 Probation and performance-management framework rebuilt for day-one unfair-dismissal risk.
- 02 Worker-status audit across casual, zero-hours and contractor populations.
- 03 Costing model for guaranteed hours, shift-notice and cancellation payments.
- 04 Policy refresh: sick pay, fire-and-rehire and family-leave entitlements.