23rd July 2024
After the Labour Party saw a landslide victory in the General Election, it is worth revisiting their plans for workers in the UK. Their manifesto proposed the “biggest upgrade to rights at work for a generation” with a pledge to introduce legislation within the first 100 days of being in power, so what are Labour planning to introduce?
Labour has pledged to introduce basic rights such as parental leave and sick pay from day one of employment. While probationary periods will remain, Labour have promised to remove the two-year qualifying period on unfair dismissal rights.
Labour is looking to end the ‘one sided’ flexibility that employers experience when giving staff zero hours contracts. They will ensure everyone has the right to a contract that reflects the number of hours they regularly work, based on a 12-week reference period. However, employees that wish to keep the flexibility of a zero hours contract can do so.
Taking action to reduce the gender pay gap and strengthening women’s rights to equal pay. Labour has also committed to introducing disability and ethnicity pay gap reporting for large employers and ensuring equal pay for marginalised groups.
Ending the practice of fire and re-hire (where companies dismiss employees and hire them back under less favourable contractual terms), unless a business has no other choice to remain viable, and a proper process is followed.
Labour will enhance union’s rights of access to the workplace and imposing a duty on employers to inform their staff of their right to join a union, with the aim of amplifying worker’s voices.
Making the minimum wage a real living wage and ensuring all adults are entitled to the same minimum wage whatever their age.
Labour have committed to imposing a duty on employers to take all reasonable steps to prevent sexual harassment and protect women from maternity and menopause discrimination. They have also committed to improving employment support and access to reasonable adjustments for people with disabilities.
As changes get introduced, it might be confusing as an employer to make sure you’re handling everything properly. We can support you during these changes. For further information, please contact Sarah Everton, Head of Employment Law, on 01782 577000 or email: sarah.everton@myerssolicitors.co.uk.
