An ambitious and far-reaching legislative programme will impact all employers when Labour introduces its Employment Rights Bill.
The Bill is expected to be introduced by 4 October, in what the government is calling “the biggest upgrade to workers’ rights in a generation”.
Day One Rights
One of the key proposals is to make unfair dismissal claims a day one right. Currently, two years’ service is required for most claims. It’s also expected that more day one rights will be introduced, including parental leave and sick pay.
Labour has also alluded to the possibility of creating a single status of ‘worker’ that would extend cover to everyone except those who are truly self-employed. However, this would constitute a radical change and require complex, time-consuming consultation so may not be achievable in a first parliamentary term.
Other Key Proposals
- Ban on zero hour contracts
- Ending ‘fire and rehire’
- Extension to the time limit on Employment Tribunals
- Increase to the Minimum Wage, linked to the cost of living and removal of existing age brackets
- Strengthened statutory sick pay from day one
- Flexible working as the default position from day one for all workers
- Strengthened protections for new mothers
Labour set out its proposals at the start of the general election campaign in its
Plan to Make Work Pay and we’re now currently in an interim period, waiting for specific details about which policies will be included in the Employment Rights Bill.
It’s a fast-moving situation in a tight timeframe, with the government aiming to “hit the ground running” and legislate within 100 days.
Consultation
Ministers say they’re determined to get the balance right between improving employment practices and avoiding potentially negative effects. Early signals point to a desire to work in genuine partnership with both business and trade unions, and to consult fully on how to put plans into action before legislation is passed.
While business leaders wait to see exactly what the details are, we can be sure that a series of ambitious policies will be rapidly implemented which means there won’t be much time to reflect and adjust.
What Can Employers Do Now?
The new Labour government will instigate a fundamental change to the world of work, introducing an energetic programme of change.
Being prepared is the priority:
· Familiarise yourself with the new law
· Update contracts and employee handbooks
· Create new, separate workplace policies
· Review your procedures
· Train managers and inform staff of changes
Once the details are announced it will be all hands to the pump for HR teams, but those without dedicated staff face a much greater challenge in managing such significant reforms.
We understand this is a huge amount for some organisations to deal with.
Our aim is to level the playing field for every customer, regardless of size, and that includes helping you stay compliant.
HR Advice & Guidance
With so much to get to grips with, why not speak to one of WorkSmarter’s expert HR Partners? Consultants such as
Robinson Grace can provide clear, pragmatic support with implementing the upcoming changes.
Whatever sector you work in, our professional partners can provide the expertise needed to guide you through every complex change so you can avoid problems and reduce risk.
Get in touch
On hand with straightforward, commercially focused advice, WorkSmarter’s HR Partners help you understand what the new legislation means for your own business so you can meet your obligations on time and with as little stress as possible.
As part of our commitment to protecting customers, we also ensure that WorkSmarter’s platform and services are continuously updated so you’re always compliant with current HR law.
WorkSmarter’s
Employment Document Library is one of your most useful assets, providing a comprehensive collection of continuously updated, fully compliant, HR template documents ready for every scenario.
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