The Employment Rights Bill, currently winding its way through Parliament, promises to transform the world of work in Britain. Dubbed by the government as the "biggest upgrade to workers’ rights in a generation," this legislation aims to bolster job security, enhance protections, and drive productivity to fuel economic growth. With amendments tabled on 4 March 2025 after months of consultation with businesses, trade unions, and others, it’s a good moment to consider how this Bill could reshape the workplace—and what it means for British workers, employers, and the economy at large.A Win for Workers and Businesses AlikeLaunched on 10 October 2024, within Labour’s first 100 days in power, the Employment Rights Bill is a cornerstone of its "Plan to Make Work Pay." It tackles long-standing issues like insecure jobs, low wages, and patchy worker rights, which many argue have held back productivity and economic potential. The latest tweaks, announced this week, show the government’s intent to strike a balance between empowering workers and keeping businesses on board.Here’s what’s on the table:Day-One Rights: Workers will get immediate access to unfair dismissal protection (with a probationary period still to be ironed out), parental leave, and statutory sick pay, scrapping previous waiting times.Cracking Down on Exploitation: The Bill bans exploitative zero-hours contracts, giving workers the right to guaranteed hours based on their usual shifts, and puts an end to "fire and rehire" unless it’s a last resort.Flexible Working as Standard: Employers will need to offer flexible working from day one unless it’s genuinely unfeasible, aiming to improve work-life balance.Tougher Enforcement: A new Fair Work Agency will bring together existing bodies to enforce rights like holiday pay, while offering businesses practical support.The pitch is simple: secure, well-treated workers are more productive, and a productive workforce drives economic growth. It’s about putting more cash in people’s pockets and creating a virtuous cycle of investment and spending.Productivity: The Worker Rights DividendThere’s solid ground behind the government’s claims. Studies, including those from Cambridge cited in official statements, show that stronger employment laws over the past 50 years have boosted productivity rather than hampered it. Workers who feel secure and valued tend to stick around, cutting recruitment costs and lifting output.Take day-one unfair dismissal rights: knowing they can’t be sacked on a whim could ease the anxiety that drags down performance. Or consider statutory sick pay from day one (still under consultation)—it might encourage proper recovery, reducing long-term absences. The Trades Union Congress (TUC) reckons these changes could pump over £13 billion a year into the economy, with savings from less workplace stress (£974 million) and better staff wellbeing (£930 million).Businesses aren’t left out in the cold either. By sorting out zero-hours contracts and tightening up umbrella company loopholes, the Bill could stop rogue employers undercutting the good ones. The Co-op, a big name in British retail, backs the reforms, saying that treating staff well pays off in productivity—a view shared across parts of the high street.Growing the Economy: A Rising Tide?The government’s big idea is that Britain’s sluggish growth and stagnant productivity—hallmarks of recent years—need a shake-up. The Employment Rights Bill sits within its "Plan for Change," promising stability and reform over uncertainty and cuts. More secure jobs and better pay mean more spending power, which could give the economy a much-needed shot in the arm.Not everyone’s sold, though. Some business groups and voices like Ross Clark in *The Spectator* (4 March 2025) warn of a £5 billion annual hit to employers, which might make them think twice about hiring. The government’s own numbers suggest a “small but positive” boost to growth, but critics point to risks—small firms, especially, might struggle with extra red tape or tribunal claims.Looking Ahead to 2025 and BeyondAs of 5 March 2025, the Employment Rights Bill is still taking shape. Consultations on tricky details—like how long probation periods should be or how flexible working will work in practice—are set to heat up this year. Most changes won’t kick in until 2026, with unfair dismissal reforms held off until at least Autumn 2026, giving everyone time to adjust.For employers, 2025 is the year to get ready: tweak contracts, update handbooks, and train managers on handling flexible working requests. Workers can look forward to more clout and security, though they’ll need patience for the full rollout.Striking the Right BalanceThe Employment Rights Bill is a bold move to modernise British employment law, with real potential to lift productivity and grow the economy by putting workers first. Its success depends on getting the details right—supporting workers without bogging down businesses. As consultations roll on and the Bill takes its final form, 2025 will be make-or-break in deciding whether this is the "once-in-a-generation" shift it’s billed as.Samir Moftah, Employment Law Specialist at Manak Solicitors, sums it up: “The Employment Rights Bill could be a game-changer if it delivers security for workers without stifling the flexibility businesses need to thrive. It’s a delicate balance, but one worth getting right for the sake of Britain’s economy.”We at Manak Solicitors can assist by advising businesses on how best to navigate changes in law.

Christmas is a wonderful time, but it can also come with challenges for some families, particularly when deciding how children of separated or divorced parents will spend the holidays. Balancing traditions, routines, and quality time with parents can sometimes lead to disagreements. At Manak Solicitors, we are here to help you navigate these arrangements with ease and focus on what matters most: the well-being of your children.Finding what works for your familyEvery family is unique, and so are their festive plans. For some, it may work best for children to spend set days with each parent, alternating yearly. For others, a more flexible arrangement may be required to allow the children to spend quality time with both parents. The goal is always to ensure children feel loved and supported during the holidays and are not affected by any dispute between their parents.Reaching an agreementWe know that it is not always simple to find common ground and reach an agreement with an ex-partner, but there are ways to make the process smoother:Legal Support: our expert team of family solicitors can guide discussions to help you create a fair and practical arrangement that works for everyone.Mediation: this provides a neutral space for parents to resolve differences amicably with the assistance of a trained mediator. These approaches allow families to control decisions for their children more quickly and less stressfully, which can defuse tension between parents. The goal is to create an arrangement that works for your children and meets their physical and emotional needs. Where an agreement cannot be reachedIf mediation and discussions via solicitors do not work, applying for a child arrangements order through the court may be necessary. This will result in a clear, legally binding decision about where your child spends their time, not just for Christmas but for future holidays and day-to-day life.Before applying to the court, you must engage with some form of non-court dispute resolution (NCDR), such as mediation, unless you can claim a valid exemption. If NCDR is not successful, our team can help you prepare your case for court and guide you every step of the way.Focus on What Matters MostAt Manak Solicitors, we understand every family is different. Our experienced family law team provides tailored support to prioritise your child’s happiness. Contact us today at aneeta@manaksolicitors.co.uk or call 01689 870 769. Let us help keep your focus on what truly matters this Christmas.

At Manak Solicitors, we specialise in high-value transactions that demand precision, expertise, and excellent communication. Over the years, we’ve had the privilege of working alongside Melanie Attwater, a personal estate agent who shares these values.The Collaborative AdvantageOne of Melanie’s standout qualities is her proactive approach to every transaction. Her attention to detail and client-first approach ensure that no stone is left unturned. We’ve seen firsthand how her commitment ensures that every part of the process is handled with care and precision.We share Melanie’s passion for collaboration. By working closely together, we don’t just find solutions for individual challenges; we actively strengthen the chain, making the entire process smoother for everyone. This mutual respect and alignment in our goals create a winning partnership that benefits our clients.Why Choose Melanie?For anyone navigating the luxury property market, having the right estate agent and solicitor on your side is essential. With Melanie, you gain market expertise and a client-focused service that’s hard to match. With our team at Manak Solicitors, you get the legal expertise needed to ensure your transaction is seamless from start to finish.We highly recommend Melanie Attwater for her professional and thorough approach to estate agency. And, of course, when it comes to conveyancing, we’d love to help guide you through the process with the same commitment to quality and care.Contact Melanie:melanie.attwater@exp.uk.com

Landmark Legal Decision Overturns Thousands of Northern Rail Fare Evasion ConvictionsA groundbreaking ruling by the courts has overturned thousands of fare evasion convictions pursued by Northern Rail, after procedural failings were uncovered. The court found that Northern Rail had improperly used the Single Justice Procedure (SJP)—a streamlined process designed for minor offenses—to prosecute fare evasion cases. This misuse has rendered many convictions invalid, resulting in significant legal and financial implications for those affected.What Led to This Decision?The Single Justice Procedure allows courts to handle low-level offenses without a full hearing, provided the offenses meet specific criteria. However, Northern Rail applied this method incorrectly, failing to adhere to key procedural safeguards. A judge ruled that these prosecutions violated proper legal processes, making the convictions unlawful.This decision has sparked widespread repercussions, with thousands of individuals eligible to have their convictions quashed and their fines refunded. The ruling also highlighted the responsibility of train operators to ensure legal compliance when pursuing prosecutions.Key Details from the JudgmentThe court emphasized the importance of transparency and fairness, particularly when prosecuting individuals for minor offenses like fare evasion.Northern Rail acknowledged the procedural failings and has issued a public apology. A spokesperson stated that steps are being taken to address the issue and prevent similar errors in the future.The affected cases will be reviewed in bulk, with courts prioritizing efficiency to resolve the matter promptly.Implications for PassengersFor those wrongfully convicted, this ruling is an opportunity to challenge convictions and reclaim fines. However, the consequences of such convictions can extend beyond financial loss:Criminal Records: These can affect employment opportunities, particularly for those in regulated professions.Visa and Immigration Impact: A conviction may complicate applications for visas or residency status.Professional Repercussions: Licensed professionals, such as teachers and healthcare workers, may face disciplinary action.Northern Rail’s error underscores the need for defendants to understand their rights and seek legal advice when prosecuted for fare evasion.How Manak Solicitors Can HelpAt Manak Solicitors, we have extensive experience handling fare evasion cases and defending against wrongful convictions. Our services include:Reviewing your conviction and determining its validity.Assisting in refund claims for fines paid under invalid prosecutions.Advising on the broader implications of criminal records, including immigration and employment concerns.Next Steps for Affected PassengersThe court has directed Northern Rail to collaborate with legal authorities to resolve the issue. Affected individuals will likely receive notifications about their eligibility for redress in the coming months. Bulk hearings have been scheduled to expedite the process.ConclusionThis ruling represents a critical moment in fare evasion law, reinforcing the need for due process and fairness in prosecutions. For those impacted, this is an opportunity to correct an injustice and safeguard their futures.Samir Moftah, a leading fare evasion solicitor responded to the news with the following; ‘It is no surprise that the Court declared the cases a nullity. It is important to seek legal advice when facing a fare evasion case so that the legalities of matters can be checked and dealt with correctly. We are here to assist anyone in need.