SkillBuild 2024 proved to be a tremendous success, highlighting remarkable talent and creative energy.

On 10 October, the UK Government introduced its new Employment Rights Bill, marking the most significant overhaul of UK employment law in decades. Ministers assert that the proposals will create fairer workplaces and better address modern needs for both workers and employers, while also fostering economic growth.

The Construction Industry Collective Voice (CICV) has issued a briefing document outlining the key changes:

Day One Protection

Employees will be protected from unfair dismissal, with employers still able to operate probationary periods. They will also be entitled to paternity, parental, and bereavement leave from their first day on the job, eliminating the current two-year waiting period.

Zero-Hour Contracts

The Bill addresses exploitative zero-hour contracts, allowing workers on regular hours to request guaranteed hours while preserving flexibility for those who prefer it.

Fire and Rehire

The Bill aims to end ‘fire and rehire’ and ‘fire and replace’ practices, preventing companies from re-hiring employees on worse terms.

Statutory Sick Pay

Sick pay eligibility will be expanded by eliminating the lower earnings threshold and removing the waiting period before it begins.

Fair Pay

The Government has revised the Low Pay Commission’s remit to consider the cost of living when recommending the National Minimum Wage rate. This Bill will also remove age bands, ensuring that every working adult is entitled to the same minimum wage, regardless of age.

Flexible Working

Flexible working will become the default, unless employers can show why it is not practical for their business.

Pregnancy

Protections for pregnant women and new mothers returning to work will be strengthened, specifically safeguarding them from dismissal during pregnancy, while on maternity leave, and for six months after returning to work.

Pay Disparities Between Men and Women

Large employers will be required to produce action plans to address pay gaps between men and women.

Trade Union Rights

All restrictions on trade unions introduced by the previous Conservative administrations over the past 14 years will be repealed, and a series of new powers will be granted.

For a more detailed look at the changes our Associate Service Provider Member Citation’s latest guide, ‘The Employment Rights Bill: Your ultimate guide to the 28 changes‘, is designed to help you understand these changes so you can successfully adapt your business.

With new homes and infrastructure at the heart of the Government’s plan to drive economic growth, construction is firmly in the spotlight, and we need to ensure the industry is delivering high quality buildings that are safe to occupy and perform as expected. There is significant focus on the new building safety regime, which has strengthened existing legislation and introduced a raft of new requirements, and it can feel quite overwhelming as more information is published while everyone is getting up to speed.

Build UK, of which FIS is a member, is regularly meeting with the Building Safety Regulator (BSR) as well as the Ministry of Housing, Communities and Local Government (MHCLG), enabling them to respond to issues quickly and effectively.

There is still a long way to go, particularly with further changes likely as a result of the final report from the Grenfell Tower Inquiry, and through our links with Build UK we will continue to work closely with the BSR and MHCLG to ensure the new regime is implemented as effectively as possible. The prize is a more organised and productive industry, with earlier engagement of the contracting supply chain and more advanced design before construction work begins, and it is clear from the improved success rate at Planning Gateway One that the industry is adapting and fire safety measures have been integrated into the design process.

We understand that Gateway Two is proving to be a real challenge, and Build UK is developing guidance to support members through the process and have published a guide to Mandatory Occurrence Reporting, which includes a template MOR system for use during the construction of Higher‐Risk Buildings (HRBs) to help ensure a consistent approach across the supply chain. This guide is for Build UK members (which includes FIS members).

This guidance summarises the requirement under the Building Safety Act to notify and report certain types of building safety incidents and risks in HRBs to the BSR. Mandatory Occurrences are incidents and risks during the construction and occupation phases of an HRB that have caused, or if not remedied are likely to cause, the death or serious injury of a significant number of people and involve structural failure and/or the spread of fire or smoke in the building.

The BSR has provided additional information on why applications are being rejected. Applications must clearly demonstrate how the design and construction of the building complies with Building Regulations by identifying every single element that needs to demonstrate compliance, clarifying how compliance will be demonstrated using the appropriate standard or code, and justifying how compliance has been achieved with a narrative. Further details can be found on the BSR microsite and the BSR recommends that professional advice is taken before submitting an application.

There is also a new FAQ explaining the difference between Category A work, which involves significant alternations to the structure, safety or design of an HRB, and Category B work, which is much simpler in scope and includes all work that does not fall under Category A. Both categories of work are required to go through the Gateways with the BSR as the Building Control Body. Work carried out under a Competent Person Scheme and work that is exempt as defined in schedule 2 or emergency repairs as specified in Regulation 10 of The Building (Higher‐Risk Buildings Procedures) (England) Regulations 2023 do not fall under Category A or Category B.

See more news likes this