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How employers should approach the Employment Bill The Employment Bill has been on the cards for some time. First announced in the December 2019 Queen’s Speech, the proposed legislation aimed to “build on existing employment law with measures that protect those in low-paid work and the gig economy”. The Employment Bill has been on the cards for some time. First announced in the December 2019 Queen’s Speech, the proposed legislation aimed to “build on existing employment law with measures that protect those in low-paid work and the gig economy”. Now, after much anticipation, the draft bill – which would make flexible working the default position effectively flipping the current situation in which employees’ only have a right to request flexible working – is making its way through parliament, currently awaiting its second reading in the House of Commons, which is scheduled to take place on Friday 18 March 2022. After being largely abandoned for 18 months, Labour are now pushing for the bill to be at the forefront of employment law reform. Yet though it may have many more stages to go through before its contents become enshrined in law, the changes to working expedited by the pandemic –