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July 5th, 2024
Navigating Workplace Changes: Labour Party’s Proposed Updates
Following the recent general election on the 4th of July, the Labour Party is now head of the new government in the UK, meaning significant shifts in policies, particularly with a stronger focus on workers’ rights and social welfare. With this new leadership, significant changes in workplace reform are imminent, with Keir Starmer promising an ambitious 100 day turnaround.
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Below, we outline the major changes that are expected to impact employers and provide a brief summary of additional potential legislation. Our HR team are committed to helping you navigate these changes and ensure compliance with the latest legislation. We can assist with changes in contractual and policy documents that should outline all expectations of employee rights as well as offer additional training where applicable.
For a more detailed overview of such changes, we highly recommend joining our webinar taking place on Tuesday 9th.
Key Proposed Changes:
Enhanced Rights & Protection
– Strengthened rights for pregnant workers, whistleblowers, workers made redundant, and those under TUPE processes.
Day-One Rights
– Removal of qualifying periods for unfair dismissal, sick pay, and parental leave, making these entitlements effective from the first day of employment.
Single Status – “Workers”
– Elimination of the distinction between employees and workers, granting all workers the same basic rights and protections.
Increase National Minimum Wage
– Immediate increase of the National Minimum Wage to at least £10 per hour for all workers currently earning less, along with reforms to the Low Pay Commission.
Increase Sick Pay
– Extension of Statutory Sick Pay (SSP) to all workers, including those currently excluded due to low wages.
Equal Pay
– Measures to close gender, ethnicity, and disability pay gaps, including mandatory ethnicity pay gap reporting for firms with over 250 employees.
Additional Expected Legislation
Mental Health and Well-being
Initiatives to raise awareness of neurodiversity and review provisions for stress, mental health, and Long Covid.
Right to Switch Off
Introduction of a new right to disconnect, protecting workers from remote surveillance and supporting work-life balance.
Family-Friendly Policies
Extension of statutory maternity and paternity leave, the introduction of bereavement leave, and stronger protections against dismissal for pregnant employees within six months post-maternity leave.
Flexible Working
Default right to flexible working from day one of employment.
Zero-Hours Contracts
Ban on “one-sided” flexibility, requiring regular contracts for workers with consistent hours over 12 weeks and compensation for cancelled shifts.
Trade Union Laws
Strengthened rights for trade union entry to workplaces and simplified processes for union recognition.
Enforcement Rights
Extension of the time limit for bringing employment tribunal claims and removal of compensation caps.
Join our Webinar on Tuesday 9th or contact marketing@goodwille.com for more support.