The UK’s legislative framework in relation to employment rights and industrial relations and rights relating to specific sectors, is governed by a wide range of different pieces of legislation, a number of which are amended by this Act. The principal pieces of legislation, and a brief description of the main changes relevant to each, is listed below to assist the reader in placing some of the details described in these Explanatory Notes in context.
	The Employment Rights Act 1996 ("ERA 1996") is amended for a number of reasons, but in particular to make changes relating to working hours and the provision of rights in relation to guaranteed hours, reasonable notice of shifts and payments for cancelled, moved or curtailed shifts; to make changes relating to entitlements to leave, including amending rights to Paternity and Parental Leave and to introduce a right to Bereavement Leave. This Act is also amended to make changes in relation to the right to request flexible working, and in relation to the right not to be unfairly dismissed, dismissal during pregnancy or following a period of statutory family leave, and for failing to agree to a variation in contractual terms and conditions. It is further amended to add to the list of disclosures which qualify for protection to include those relating to sexual harassment and to provide additional powers in relation to the prohibition on blacklists.
	The Social Security Contributions and Benefits Act 1992 and the Social Security Contributions and Benefits (Northern Ireland) Act 1992 are amended for the purpose of removing the waiting period and making amendments in relation to the lower earnings limit which apply in relation to statutory Sick Pay in Great Britain and Northern Ireland.
	The Equality Act 2010 is amended for the purpose of making changes relating to the duty on employers to prevent sexual harassment; to make changes relating to harassment by third parties; and to make provision relating to the duties on employers relating to equality.
	The Trade Union and Labour Relations (Consolidation) Act 1992 ("TULRCA") is amended for a number of reasons, but in particular to make changes relating to the application of requirements which apply in situations involving collective redundancy; to provide a right to a statement of trade union rights; a right for trade unions to access workplaces; and to make changes to the conditions for trade union recognition; to require employers to provide facilities to trade union officials and learning representatives; and make provision for equality representatives, including the provision of facilities; to amend existing provisions in relation to facility time; to provide protection from detriment for workers taking official industrial action; and to strengthen the current protection from unfair dismissal for those taking such action. The 1992 Act is further amended to remove provisions inserted by the Trade Union Act 2016, and amendments are made to provisions relating to: trade union finances; industrial action (ballot requirements, provision of information to the employer; and picketing); and the Certification Officer. The Strikes (Minimum Service Levels) Act 2023 is repealed, and amendments made to the 1992 Act accordingly.
	The Procurement Act 2023 is amended to include provision regarding the protection of transferring workers in outsourcing contracts, and those working alongside them.
	The Education Act 2002 is amended for the purpose of making provision relating to pay and conditions of school support staff in England.
	The Seafarers’ Wages Act 2023 is amended for the purpose of making provision in relation to a Seafarer’s Charter and the Merchant Shipping Act 1995 is amended to make provision in relation to international agreements relating to maritime employment.
	The Employment Agencies Act 1973, Employment Tribunals Act 1996, National Minimum Wage Act 1998, Gangmasters (Licensing) Act 2004 and Modern Slavery Act 2015 are all amended for the purposes of abolishing the Gangmasters and Labour Abuse Authority and the Director of Labour Market Enforcement and transferring functions to the Secretary of State in relation to the enforcement of labour market legislation. The Employment Agencies Act 1973 is further amended to expand the scope of employment businesses which may be regulated under that Act.
	A number of other minor consequential amendments are also made in other primary legislation as a result of the establishment of the new functions.
	Other legislation is repealed, including the Strikes (Minimum Service Levels) Act 2023 and the Workers (Predictable Terms and Conditions) Act 2023.
Legal background