What the Employment Rights Bill could mean for greenkeepers

The team at HR Services Scotland explain the possible impact of new workplace legislation

A political stalemate in Parliament over unfair dismissal rights could reshape how golf clubs hire, manage and protect staff. So what does that mean for you as a greenkeeper?

The core issue is the qualifying period for making an unfair dismissal claim. The Government's plan, as outlined in its Plan to Make Work Pay, is to abolish the qualifying service requirement altogether (subject to a probation period). The House of Lords proposed a six-month threshold, but that compromise has not been accepted. In short, the Government remains committed to removing the waiting period entirely.

What would change, and why does it matter on course?

From day one, or very early in employment, workers could potentially challenge a dismissal, provided they are within any probation framework. That is a substantial shift from today, when many staff win unfair dismissal rights only after two years' service.

For clubs, this means greater emphasis on robust probation procedures, precise job expectations, consistent performance management and airtight evidence in disciplinary matters.

The change could affect hiring decisions, disciplinary actions and even how courses plan for recruitment, safety and staffing continuity, especially during peak seasons when greenkeeping teams are stretched.

What to plan for – and what to do now:

1)           Strengthen probation and onboarding
Create a clear probation plan for every new hire with measurable targets (turf quality, maintenance routines, safety compliance). Schedule formal reviews with written feedback at defined intervals.

2)           Implement well-documented processes

               Review disciplinary and dismissal policies to ensure they are evidence-based, non-discriminatory and consistently applied. Maintain thorough records of performance discussions, warnings and coaching.

3)           Focus on training for employees

               Invest in line-manager training on fair procedures, grievance handling and health and safety. Ensure supervisors and managers know how to conduct objective investigations that stand up to scrutiny.

4)           Prepare for a potential 2027 implementation

               While the bill's final form is not settled, prepare now by aligning policies across the club and keeping key staff informed. Seek regular updates from employment-law experts to stay ahead of changes.

5)           Communicate with all members of the team

               Be transparent about performance expectations and how any potential changes could work in practice. Provide clear avenues for staff to raise concerns or grievances early.

 

BIGGA and HR Services Scotland provide every greenkeeper member with access to free help and advice to make your workplace a more professional and positive environment.

Qualified professionals are on hand to assist BIGGA members with any HR problems that arise, with advice just a phone call away.

Call: 0800 652 2610  Email: [email protected]