Change the UK Employment law

Dear Minister of State (Minister for Employment).

I hope this letter finds you well.

My concerns highlight issues related to employment rights during the probationary period and the perceived inadequacy of rights even after the initial probationary period. These concerns have been subjects of discussion and debate in the context of employment law and workers' rights in the UK. However, the current situation is appalling.
The probationary period is a time during which both the employer and the employee assess whether the job is a good fit. However, concerns arise when employees feel that they have insufficient job security and rights during this period. The relatively short notice period for termination during probation can contribute to job insecurity.
Moreover, the requirement to be employed for two years before gaining certain employment rights, such as protection against unfair dismissal, is a significant aspect of UK employment law. This provision, often referred to as the two-year qualifying period, has been criticized for leaving employees vulnerable during the initial stages of employment.
The influence of historical policies, such as those associated with the Thatcher era, have indeed a lasting impact on the legal framework. Critics argue that these policies, emphasizing flexibility for employers, may contribute to an imbalance of power between employers and employees. And, sadly, they are not wrong.
That is why I would like this law to be changed.
Employees need to have rights since day 1.
The imbalance of power between employers and employees can indeed contribute to various workplace challenges, including concerns related to mental health. Feeling disempowered or insecure in the workplace may contribute to stress, anxiety, and other mental health issues among employees.
Some factors that may contribute to this power imbalance and its impact on mental health include:

Job Insecurity: Employees who feel their jobs are precarious, especially during probationary periods or without sufficient employment rights, may experience heightened stress and anxiety.

Lack of Control: Employees may feel a lack of control over their work environment, job responsibilities, and overall career trajectory, which can contribute to feelings of powerlessness.

Workplace Culture: A workplace culture that emphasizes competitiveness, lack of transparency, or poor communication can contribute to an unhealthy work environment and negatively impact mental well-being.

Long Working Hours and Stress: Excessive workloads, unrealistic expectations, and pressure to meet targets or deadlines can contribute to stress and burnout, adversely affecting mental health.

Limited Support Systems: Employees may feel unsupported or undervalued, particularly if there is a lack of effective communication, feedback, or opportunities for professional development.

Public awareness, education, and advocacy efforts can contribute to a broader understanding of the importance of mental health in the workplace. Initiatives that promote a more equitable distribution of power and prioritize the mental well-being of employees can lead to positive changes in workplace dynamics.

And here is when the government needs to act.

Yours sincerely,

Fernando Marrero,