General Election: Are you ready for the HR changes?

Rachael Knappier
blog-publish-date 05 July 2024

The results are in! Labour are the new leaders of the government, with their appointment they’ve brought in their own set of promises, but what does this mean for employers? 

In this article, we are going to cover the main promises that the party has made and how this will affect business owners across the country. 

If you need immediate advice on how to adapt to these changes, get in touch with one of our experts on 0800 470 2826. 

Day one rights

Remove qualifying periods for basic rights like unfair dismissal, sick pay, and parental leave so they become day one rights.

Single status of ‘Worker’

Remove current distinction between employees and workers.

Strengthen Rights 

Strengthen existing rights and protections, including for pregnant workers, whistle-blowers, workers made redundant, workers subject to TUPE processes and those making grievances.

Self-employment

Be given a right to a written contract.

Raise wages for workers 

Remove NMW age bandings; enforce sector specific nuances; ban certain unpaid internships; create Fair Pay Agreements in adult social care.

Sick pay

Make SSP available for all workers as a fair earnings replacement.

Tips 

Ensure hospitality workers receive tips in full and workers decide how tips are allocated.

Close the pay gaps 

Publication of ethnicity and disability pay gaps to be mandatory for firms with more than 250 staff.

Tackle harassment 

Introduce liability for third party harassment.

Flexible working 

Making flexible working the default from day one for all workers except where it is not reasonably feasible.

Family friendly 

Make parental leave a day one right; introduce the right to bereavement leave.

Caring responsibilities 

Review implementation of carer’s leave and examine benefits of introducing paid carer’s leave.

Zero hour contracts 

Ban ‘one sided’ flexibility; right to a regular contract to reflect hours worked; recompense for cancelled shifts.

Fire and rehire 

Strengthen enforcement against fire and rehire practices.

Wellbeing 

Support wellbeing of workers and their long term physical and mental health.

Menopause 

Require large employers with more than 250 employees to produce Menopause Action Plans.

Right to switch off update 

Introduce a new right to disconnect and protect workers from remote surveillance.

Trade union laws 

Simplify process of union recognition; strengthen protections for trade union reps; new duty on employers to inform workforce of right to join a union in their written contract.

Enforcement rights 

Extend the time limit for bringing Employment Tribunal claims to six months; simplify enforcement of equal pay; establish a single enforcement body to enforce worker rights.

Tackle the access work backlog 

Labour has promised that they would tackle the Access to Work backlog, reform or replace the Work Capability Assessment. They are planning to support people with disabilities to work by improving employment support and access to reasonable adjustment. 

Modernise health and safety guidance 

Labour has also said they want to modernise the health & safety guidance, this is to make reference to extreme temperatures and preventative steps to keep employees and workers safe at work. 

Get expert advice 

If you need support or advice on how the new government is going to affect employment law, get in touch with one of Croner’s dedicated HR, Employment Law and Health & Safety Experts on 0800 470 2826. 

 

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About the Author

Experienced Director Of Services with a demonstrated history of working in the management consulting industry. Skilled in Negotiation, Operations Management, Sales, Management, and Business Process Improvement. Strong operations professional with a Bachelor of social science with honours focused in Criminology and history from Kingston University.