Thread by @craigie_b

Unlike big corporates or public bodies - SMEs don’t have HR Directors/teams, or in-house legal employment experts to handle complex industrial relations with trade unions

So we need some sensible lawmaking in Parliament, tomorrow

A 🧵 on amending the #EmploymentRightsBill👇 1/

The House of Lords will vote on cross-party Amendments 131 & 145 on industrial relations/unions

These changes matter. Without them, the proposals go too far, too fast for SMEs

@fsb_policy supports these amendments. Here’s why:

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✅ First, they require an impact assessment to be published — setting the costs, capacity, and legal burdens - the practical implications for SMEs.

✅ Second, they require proper consultation — with SMEs, @fsb_policy and other relevant stakeholders

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✅ Third, after these, they ensure Ministers come back to Parliament with the final measures, to be voted and passed by both Houses of Parliament

✅ And finally, they prevent a rushed change; it couldn’t happen until 2028 at the earliest — so SMEs have time to be consulted, prepare and adjust.

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(There’s already masses for small employers to face flowing from the rest of the Bill - Government had to publish a roadmap for the next >2 years.

We hope to get help to cope with the toughest bits: vexatious Unfair Dismissal Day 1 claim + affording a spike in Stat Sick Pay)

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SMEs aren’t anti-reform — far from it, they want to create more jobs & growth. They deserve laws that are practical, proportionate, fair & designed with them in mind - not just large orgs w/ resource

(It’s SMEs that tackle economic inactivity & recruit those far from work!)

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Peers from all parties - and crossbenchers - have the chance to make a reasonable, sensible, practical improvement to the Bill tomorrow.

So we humbly ask the Lords to vote in favour of Amendments 131 & 145.

(Thanks for reading!) 7/7