Correspondence with the Secretary of State for the Department of Business and Trade outlining the CIPD's belief that the Employment Rights Bill should now be passed.
Business organisations are clear that there remain concerns about many of the powers contained in Employment Rights Bill. However, in order to secure the six-month qualifying period for unfair dismissal, and to make progress on further negotiations on the Bill in secondary legislation, six leading business groups, including the CIPD, have today exchanged correspondence with the the Secretary of State for the Department of Business and Trade stating we believe the Bill should now be passed.
We are pleased the UK Government has agreed to move forward with tripartite discussions on other key elements of secondary legislation as there remain many areas where compromise will need to be found to get the Bill into a workable state.
Below are copies of the letters sent to the Secretary of State and the response sent back.
Understand the impact the changes to tribunal time limits will have on your practice
Keep up to date with what is changing under the Employment Rights Act 2025, the Equality (Race and Disability) Bill and the plan to Make Work Pay
Explore our legal resource on the issues involved in an employment tribunal claim, including Q&As and relevant case law
Understand the impact the changes to public sector outsourcing will have on your TUPE processes
Findings from CIPD’s work as part of the UK Government-funded Innovate UK BridgeAI programme
AI is moving from experimentation to everyday infrastructure. For HR teams, that shift brings a practical question: how do we make productivity gains while protecting the conditions for good work — fairness, capability, sustainable performance and employee trust?
AI is already reshaping how work is done, and organisations are looking for practical ways to support continual upskilling – not one-off training, but approaches that evolve alongside how AI is used in practice.
AI is exposing gaps in how HR and leadership skills are applied. The challenge is not acquiring new skills but using existing ones to manage workforce change effectively