Employment rights: the future isn’t just legal…
This whitepaper explores how inaccurate hiring, rushed decisions, and outdated screening processes create legal exposure under the new UK bill - and how evidence-based, skills-first hiring reduces risk before it starts.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.