EZHR Weekly Update: 8th July 2024
Following the result of the general election on Friday and the confirmation of our new government, many people are wondering, "What's next?" For those who have been closely monitoring employment law, the policies and ambitions of the Labour party indicate an extensive and far-reaching agenda concerning employees' rights. While the specifics are not yet clear, it is expected that an employment bill will be presented, likely within the first 100 days, outlining the changes the Labour government intends to implement.
Last year, we discussed this topic in our blog. To refresh your memory, here are the main developments we anticipate from the Labour government. Since then, the Labour party has acknowledged the need for consultations with industry bodies such as the CBI to ensure thorough and proper consideration of the proposed changes.
It appears Labour will adopt a model similar to the Nordic system, with adjustments to current standards. Although we do not have all the details, we have a good understanding of their goals and the potential landscape for the coming months and years.
Day-One Rights: It is highly likely that qualifying periods for benefits like sick pay, parental leave, and protection against unfair dismissal will become effective from the first day of employment.
Worker Definitions: With the expansion of the gig economy and zero-hour contracts, it is expected that workers will receive full employment rights and benefits. Zero-hour contracts will face further scrutiny to prevent misuse and ensure fair treatment of all workers.
Working Families and Carers: Rights for working families and those with caring responsibilities are likely to be expanded. This includes greater protections for those returning from maternity leave and possibly narrowing the grounds for rejecting flexible working applications.
Menopause and Disability Discrimination: Menopause and its symptoms may be covered by the Disability Discrimination Act. Other updates might include the "right to switch off," allowing employees to disconnect from work during leave periods.
Employment Tribunal Claims: The period for raising an employment tribunal claim might be extended from three to six months. Given the current state of the tribunal system, we might see an overhaul to simplify the process for hearing and handling claims.
Trade Union Reform: Labour is expected to support trade union reforms, enhancing their ability to gain recognition and reminding employees of their right to join a union.
The reality is that nobody, not even Labour, knows exactly what will happen. We need to wait for the initial employment bill to see the schedule of actions. These changes cannot be implemented in isolation, and Labour has made commitments to support the growth of UK businesses while upholding their manifesto promises.
We will keep you updated as progress unfolds. For more details or any support with your HR needs, please contact us at info@EZHR.uk or call 0161 846 5678.
