How might the Labour Party change UK employment law?
/Back in July, the Labour Party had a landslide win in the 2024 UK general election. In May, it had published a ‘Plan to Make Work Pay’ in which it proposed extensive changes to employment law in the UK on its election. As announced via the King’s Speech 2024, it is planning to deliver changes through ‘the Employment Rights Bill’. With the Bill’s introduction expected next month, this blog will discuss the ways in which UK employment law could be changing in the not-too-distant future.
What might be changing?
One major proposal for change is the introduction of ‘basic individual rights from day one for all workers’. Notably, at the moment, employees need to have worked for an employer for two years to qualify for unfair dismissal protection and Labour intends to remove that two-year wait. Although, at this stage, no one knows exactly how things will change. For instance, we don’t properly know how employers will be able to ‘operate probationary periods to assess new hires’ yet.
Some of the other proposals include:
· ‘Banning exploitative zero hours contracts’ and giving everyone the right to contracts reflecting ‘the number of hours they regularly work’, on the basis of a reference period of twelve weeks.
· Ending the practice of ‘fire and rehire’, which can involve an employee being made redundant by their employer and then being re-engaged on lesser terms.
· Making flexible working a default, day-one right for every worker where reasonably feasible.
· Strengthening redundancy, TUPE, whistleblowing and self-employment protections.
· Introducing ‘a genuine living wage’ and having the minimum wage ‘reflect the need for pay to take into account the cost of living’.
When might Labour make those changes?
Labour has recently been consulting with unions and businesses on the introduction of its plans. It is aiming to introduce legislation into Parliament within one hundred days of its entrance into government; this will be in October, so the Employment Rights Bill is likely to be introduced within the next few weeks.
How might this affect you?
If you are an employee, some of your protections at work might be changing soon and it is always a good idea to know what your rights are. If you are an employer, you will need to ensure that your practices and policies are in line with any legal reforms that are implemented.
Want to know more?
If you have any questions about this blog, or you would like any employment-related legal advice, please do get in touch with us. Our employment solicitors are highly experienced in advising both employees and employers, and will provide you with expert advice that is tailored to your own particular circumstances.