Employment Rights: The Future Isn't Just Legal. It's Strategic
Hiring mistakes don’t start with people “not performing.”
They start with the way you hire - and under the Employment Rights Bill, those mistakes now carry real consequences.
This whitepaper explores how inaccurate hiring, rushed decisions, and outdated screening processes create legal exposure under the new Bill - and how evidence-based, skills-first hiring reduces risk before it starts.
Whats Inside?
In this whitepaper, we break down how the Employment Rights Bill reshapes hiring risk - and what employers must change to stay compliant. You’ll discover:
How day-one rights, guaranteed-hours rules, and stricter dismissal processes transform the cost of mis-hiring.
The compliance risks hidden inside CV-led screening, gut-feel interviews, and rushed hiring decisions.
The measurable traits that predict performance, reliability, and alignment under the new legislation - and why traditional hiring can’t see them.
How to future-proof your hiring process so compliance is built in - not retrofitted under pressure.
The Importance of Hiring for COMPLIANCE
Every rushed hire, inaccurate CV, or weak screening process doesn’t just create performance issues - it creates compliance risk under the Employment Rights Bill. Day-one rights mean there is no buffer. Guaranteed-hours rules mean every hire becomes a contractual commitment. Stricter dismissal standards mean poorly evidenced decisions can lead straight to disputes.
Hiring with compliance in mind means:
Identifying skills and behaviours before rights and obligations attach.
Reducing mis-hires that trigger procedural complexity and early disputes.
Using objective data - not instinct - to make decisions you can confidently defend.
The Data on Remote Work Readiness
From our research and industry data:
33% of new hires start job-hunting again within six months, increasing early legal and operational risk.
44% of candidates have discrepancies in their CVs, making accuracy essential under day-one dismissal rules.
89% of hiring failures are caused by poor role or cultural fit, leading to disputes and repeated recruitment cycles.
42 days is the average time to fill a role - with many taking far longer - increasing pressure to hire fast rather than hire well.
With the right assessments, you can hire confidently.