Day one rights for new hires: Ramping up the pressure to get recruitment right

We recently conducted a seminar in collaboration with Winckworth Sherwood LLP for HR Directors, detailing several employment updates that will impact the non-profit sector.  

One major update that HR and hiring managers need to be aware of is The Employment Rights Bill (ERB).   

The ERB is currently being considered by the House of Lords and is set to bring significant changes to the landscape of employment law in the UK, particularly with the introduction of "day one" rights for new hires. This shift will ramp up the pressure on employers to get recruitment right from the get-go.   Employment Rights Bill: factsheets - GOV.UK

What are day one rights?

Under the ERB, the two-year qualifying service requirement for unfair dismissal claims will be removed, granting employees "day one" rights. This means that new hires will have immediate protection against unfair dismissal, eliminating the probationary period that traditionally allowed employers to assess fit and performance before full employment rights kicked in.  The ERB will however allow for a statutory probationary period (‘Initial Period of Employment’) but detail on the length of this period is still to be confirmed.

The implications for employers:

Increased scrutiny in recruitment processes

• With day one rights in place, employers must be more meticulous in their recruitment processes, as any misstep could lead to immediate legal challenges. Employers will need to ensure that their hiring practices are robust, fair, and transparent to avoid potential disputes.    

Enhanced onboarding and training

• The removal of the traditional probationary period means onboarding and training processes must be thorough and effective from the outset. Employers will need to invest in comprehensive induction and training programs to ensure new hires are well-prepared, supported and integrated into the organisation quickly and efficiently.  Leading with a strong commitment to equality and inclusion will be vital.

Focus on fit and compatibility

• Employers will need to place a greater emphasis on finding candidates who are not only suitable and qualified, but also well aligned with the organisation’s culture and values. This involves a deeper assessment of soft skills, relevant transferable skills, personality traits, and long-term potential during the recruitment process.   

How TPP can help you:

• TPP operates within the charity and non-profit sector, working in divisions that replicate a charity structure, ensuring all consultants are experts in their areas.
• We work closely with you at the outset, ensuring you find the right solution for your recruitment needs.
• You receive market insights, benchmarking, and advice on role design.
• We recommend the most effective marketing for your campaign.
• You benefit from our rigorous compliance processes to ensure the right people are put forward for your selection.
• TPP follows best practice with inclusive recruitment and uses a mix of competency and values-based interview techniques .
• When we work with you, we see ourselves as an extension of your employee brand.
• Your values can be incorporated into our assessments to ensure alignment.
• You receive expert advice on interview processes, recommended interview questions, and best assessment tasks.
• We can include psychometric assessments as part of the process.

You can read more in our blog The benefits of using a specialist recruiter for charity roles.

The introduction of day one rights for new hires under the Employment Rights Bill is a game-changer for the non-profit sector.  It ramps up the pressure on employers to get recruitment right from the very beginning. By building a strong employer brand, adopting rigorous screening processes and working in partnership with a trusted recruiter like TPP, our clients can navigate these changes and ensure they bring on board the best talent. Making recruitment less painful: A guide & checklist for hiring managers in the non-profit sector | TPP Recruitment

Please contact Matt, Sema or Lisa on executive@tpp.co.uk or call 0207 198 6060.