{"id":31849,"date":"2025-12-18T16:37:33","date_gmt":"2025-12-18T16:37:33","guid":{"rendered":"https:\/\/morson-edge.com\/?p=31849"},"modified":"2025-12-30T09:46:38","modified_gmt":"2025-12-30T09:46:38","slug":"projet-de-loi-sur-les-droits-de-lemploi-ce-qui-change","status":"publish","type":"post","link":"https:\/\/morson-edge.com\/fr_ca\/nouvelles\/projet-de-loi-sur-les-droits-de-lemploi-ce-qui-change\/","title":{"rendered":"Projet de loi sur les droits en mati\u00e8re d'emploi : ce qui change en 2026 et ce que cela signifie pour les employeurs"},"content":{"rendered":"<p class=\"has-medium-font-size\">Les <a href=\"https:\/\/www.gov.uk\/government\/news\/an-update-on-the-employment-rights-bill\">Projet de loi sur les droits de l'emploi<\/a> est arriv\u00e9 \u00e0 un moment charni\u00e8re. Avec les changements majeurs du droit du travail qui doivent prendre effet \u00e0 partir de 2026, les employeurs sont confront\u00e9s \u00e0 un paysage op\u00e9rationnel tr\u00e8s diff\u00e9rent. La fa\u00e7on dont les organisations embauchent, g\u00e8rent les performances et les d\u00e9parts en ressentira l'impact. Celles qui se pr\u00e9parent \u00e0 l'avance seront mieux plac\u00e9es pour r\u00e9agir.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Mise \u00e0 jour du projet de loi sur les droits de l'emploi<\/h2>\n\n\n\n<p>Le projet de loi s'applique \u00e0 l'Angleterre, \u00e0 l'\u00c9cosse et au Pays de Galles. Le droit du travail reste d\u00e9volu \u00e0 l'Irlande du Nord.<\/p>\n\n\n\n<p>D\u00e9crit \u00e0 l'origine par le gouvernement comme \u201cla plus grande am\u00e9lioration des droits au travail depuis une g\u00e9n\u00e9ration\u201d, les premi\u00e8res propositions incluaient des droits de licenciement abusif d\u00e8s le premier jour, ce qui a suscit\u00e9 une forte r\u00e9sistance de la part des groupes d'entreprises.<\/p>\n\n\n\n<p>\u00c0 la suite de discussions entre les syndicats et les repr\u00e9sentants des employeurs, le gouvernement a propos\u00e9 ce qu'il d\u00e9crit comme un ensemble de mesures plus \u201cr\u00e9alisables\u201d. Les <strong>Le changement central est une r\u00e9duction de la p\u00e9riode de qualification pour licenciement abusif de 24 mois \u00e0 six mois.<\/strong>, Les protections existantes contre la discrimination et les licenciements automatiquement abusifs restent en place.<\/p>\n\n\n\n<p>Le calendrier propos\u00e9 reste ambitieux. La plupart des r\u00e9formes devraient \u00eatre mises en \u0153uvre en 2026 et 2027, les changements concernant les licenciements abusifs devant actuellement prendre effet \u00e0 partir de janvier 2027.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Une r\u00e9initialisation plus large des droits du travail<\/h2>\n\n\n\n<p>La modification relative au licenciement abusif s'inscrit dans le cadre d'un programme plus large de r\u00e9forme du droit du travail. Dans sa derni\u00e8re mise \u00e0 jour, le gouvernement a confirm\u00e9 que le projet de loi est destin\u00e9 \u00e0 apporter :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Les droits \u00e0 l'indemnit\u00e9 l\u00e9gale de maladie et au cong\u00e9 de paternit\u00e9 seront acquis d\u00e8s le premier jour, \u00e0 partir d'avril 2026<\/li>\n\n\n\n<li>La cr\u00e9ation d'une nouvelle agence pour le travail \u00e9quitable (Fair Work Agency), qui renforcera la surveillance et l'application de la l\u00e9gislation.<\/li>\n\n\n\n<li>Le salaire minimum augmente \u00e0 nouveau en avril 2026, y compris un salaire national de subsistance plus \u00e9lev\u00e9<\/li>\n\n\n\n<li>L'engagement que la p\u00e9riode de r\u00e9f\u00e9rence pour les licenciements abusifs ne peut \u00eatre modifi\u00e9e que par le biais d'une l\u00e9gislation primaire.<\/li>\n\n\n\n<li>Confirmation de la suppression du plafond d'indemnisation en cas de licenciement abusif<\/li>\n\n\n\n<li>Pr\u00e9vu pour octobre 2026, il apportera des changements d\u00e9cisifs en mati\u00e8re de pratiques et de discriminations sur le lieu de travail.<\/li>\n<\/ul>\n\n\n\n<p>Le gouvernement a clairement indiqu\u00e9 que les travailleurs et les employeurs avaient besoin de certitude et de temps pour se pr\u00e9parer. Il a \u00e9galement reconnu le d\u00e9fi particulier que cela repr\u00e9sente pour les petites entreprises qui doivent s'adapter \u00e0 une r\u00e9glementation plus stricte en mati\u00e8re d'emploi. \u00c0 partir d'avril, les travailleurs \u00e0 domicile seront \u00e9galement touch\u00e9s dans leur portefeuille, avec la suppression de l'all\u00e8gement fiscal sur les co\u00fbts suppl\u00e9mentaires.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">L'importance pour les employeurs<\/h2>\n\n\n\n<p>Une p\u00e9riode de qualification de six mois modifie sensiblement le risque. Pour de nombreuses organisations, cela n\u00e9cessitera une discipline plus stricte en mati\u00e8re de recrutement, de gestion des performances et de conformit\u00e9.<\/p>\n\n\n\n<p>Les principales implications sont les suivantes :<\/p>\n\n\n\n<p><strong>1. Les p\u00e9riodes de probation sont plus importantes que jamais<\/strong><strong><br><\/strong>Les employeurs auront besoin de cadres de probation solides et d'une gestion active des performances d\u00e8s le premier jour. Les processus informels ou mal document\u00e9s comportent un risque r\u00e9el.<\/p>\n\n\n\n<p><strong>2. Les d\u00e9cisions d'embauche sont plus lourdes de cons\u00e9quences<br><\/strong>S\u00e9lectionner le bon candidat d\u00e8s la premi\u00e8re fois est plus important que jamais. Le recrutement, <a href=\"https:\/\/morson-edge.com\/fr_ca\/services\/partenariat-rh\/controle-et-selection\/\" target=\"_blank\" rel=\"noreferrer noopener\">d\u00e9pistage<\/a> et les processus d'int\u00e9gration devront \u00eatre mieux cibl\u00e9s et plus coh\u00e9rents.<\/p>\n\n\n\n<p><strong>3. Le processus \u00e9quitable n'est plus facultatif<\/strong><strong><br><\/strong>Le plafond d'indemnisation \u00e9tant sur le point d'\u00eatre supprim\u00e9, les litiges relatifs aux licenciements abusifs auront des enjeux beaucoup plus importants. La proc\u00e9dure, les preuves et la gouvernance seront pass\u00e9es au crible.<\/p>\n\n\n\n<p><strong>4. Le risque se concentre autour de certains groupes de salari\u00e9s<\/strong><strong><br><\/strong>Les personnes \u00e0 hauts revenus, les travailleurs \u00e2g\u00e9s et les personnes pr\u00e9sentant des caract\u00e9ristiques prot\u00e9g\u00e9es peuvent \u00eatre moins \u00e0 m\u00eame de limiter les pertes, ce qui accro\u00eet les responsabilit\u00e9s potentielles des employeurs.<\/p>\n\n\n\n<p>Pour les employeurs, il s'agit d'un changement structurel dans la mani\u00e8re dont les droits du travail sont appliqu\u00e9s, mis en \u0153uvre et contest\u00e9s.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Rester conforme sans ralentir<\/h2>\n\n\n\n<p>Dans les secteurs r\u00e9glement\u00e9s et critiques en mati\u00e8re de s\u00e9curit\u00e9, la pression de la conformit\u00e9 est d\u00e9j\u00e0 intense. La r\u00e9forme de l'emploi en rajoute une couche, souvent sans le luxe de disposer de temps ou de capacit\u00e9s disponibles.<\/p>\n\n\n\n<p>C'est l\u00e0 que Morson Edge apporte son soutien aux employeurs les plus exigeants.<\/p>\n\n\n\n<p>Nous aidons les organisations qui op\u00e8rent dans des environnements complexes et r\u00e9glement\u00e9s o\u00f9 la conformit\u00e9, la rapidit\u00e9 et la productivit\u00e9 doivent coexister.&nbsp;<\/p>\n\n\n\n<p><strong>L'aide de Morson Edge :<\/strong><\/p>\n\n\n\n<p>Notre <a href=\"https:\/\/morson-edge.com\/fr_ca\/services\/partenariat-rh\/externalisation-des-ressources-humaines\/\">solutions de talents externalis\u00e9s et sp\u00e9cialis\u00e9s<\/a> apporter structure, coh\u00e9rence et contr\u00f4le l\u00e0 o\u00f9 le risque augmente.<\/p>\n\n\n\n<p>Nous aidons nos clients \u00e0 :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Renforcer le recrutement et le d\u00e9pistage pour r\u00e9duire les risques \u00e0 un stade pr\u00e9coce<br><\/li>\n\n\n\n<li>Construire des cadres robustes d'int\u00e9gration et de probation<br><\/li>\n\n\n\n<li>Appliquer un processus et une gouvernance coh\u00e9rents tout au long du cycle de vie du salari\u00e9<br><\/li>\n\n\n\n<li>Maintenir la conformit\u00e9 sans augmenter les effectifs internes<br><\/li>\n\n\n\n<li>Lib\u00e9rer les \u00e9quipes internes pour qu'elles se concentrent sur la strat\u00e9gie, l'ex\u00e9cution et la performance<\/li>\n<\/ul>\n\n\n\n<p>Dans le cadre des programmes de nos clients, nous int\u00e9grons rapidement des comp\u00e9tences sp\u00e9cialis\u00e9es. Pas de bruit. Pas d'ennui. Juste une action claire qui r\u00e9duit l'exposition et maintient la productivit\u00e9 sur la bonne voie.<\/p>\n\n\n\n<p>Le droit du travail ne cessera d'\u00e9voluer. Les organisations qui gardent une longueur d'avance sont celles qui planifient t\u00f4t et agissent de mani\u00e8re d\u00e9cisive.<\/p>\n\n\n\n<p>Penser plus finement. Restez conforme. Restez en mouvement.<\/p>\n\n\n\n<p><strong>Si vous souhaitez comprendre ce que le projet de loi sur les droits du travail signifie pour votre strat\u00e9gie en mati\u00e8re de main-d'\u0153uvre, <\/strong><a href=\"https:\/\/morson-edge.com\/fr_ca\/contacter-morson-edge\/\"><strong>s'adresser \u00e0 Morson Edge<\/strong><\/a><strong>.<\/strong><\/p>","protected":false},"excerpt":{"rendered":"<p>The Employment Rights Bill has reached a pivotal moment. With major employment law changes due to take effect from 2026, [&hellip;]<\/p>","protected":false},"author":9,"featured_media":31850,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[5],"tags":[],"class_list":["post-31849","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-latest_news"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.3 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Employment Rights Bill: what\u2019s changing in 2026 and what it means for employers - Morson Edge<\/title>\n<meta name=\"description\" content=\"The Employment Rights Bill is close to becoming law. 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