LABOUR officers can storm into any workplace without prior consent under proposed changes to the Employment Relations Act, says Standing Committee on Economic Affairs deputy chairperson Premila Kumar.
Ms Kumar said amendments under Section 19 and the newly-introduced Section 19A would allow inspectors to carry out workplace visits during working hours without needing an invitation.
“These sections give labour officers the power to enter workplaces without consent and to request and examine relevant documents during inspections,” she said.
She said the move was intended to strengthen compliance and ensure fair treatment of workers across all sectors. For the first time, Ms Kumar said the draft amendments also addressed sexual harassment explicitly.
“Every employer will be required to develop and implement a workplace sexual harassment policy.”
She said these measures were essential for creating safer work environments and protecting the rights of all employees.
Firms must show cause for sacking – Bill demands proof to fire, warns GM
THE days of quietly dismissing an underperforming employee with a simple handshake may soon be over.
Under changes proposed in the Employment Relations Bill of 2025, employers will be required to provide documented reasons for terminating workers, even those still on probation.
Koro Sun Resort general manager Wayne Annan said employers needed to take extra caution once the Bill was passed in Parliament.
“You have to sit down with the employee, point out issues, document them, and give them a fair shot to improve. If they’re consistently late or missing days without a reason, that needs to be written up.”
Mr Annan said the first few weeks of probation still offered flexibility, but beyond that, employers must be able to show cause.
“If you don’t have anything in writing, you’ll be stuck when it goes to mediation, and you won’t have a leg to stand on.”
He said having nothing in writing could land employers in hot soup.
“Probation isn’t a loophole to delay commitment. It’s a window to make things work or make things clear.
“Whether you’re hiring or being hired, you’d better know what your probation period really means, because soon, just saying ‘it didn’t work out’ won’t work anymore.”
The Bill proposes that probation periods be clearly stated in employment contracts, with an initial duration of three months, extendable to six months if justified and agreed upon.
In cases of termination after that, employers must offer a concrete explanation and proper documentation.
Standing Committee on Economic Affairs deputy chairperson Premila Kumar said the amendment aimed to reduce ambiguity in employment practices and protect both parties.
“If somebody is employed for more than a year, then the probation needs to be stated very clearly in the contract of service,” she said.
Ms Kumar said that without any reason, the employee could take legal action against the employer.
