‘The biggest upgrade to rights at work for a generation’ – that’s the bold ambition of Labour’s new Employment Rights Bill, set to be published this Thursday, 10 October 2024.
Whilst there’s always plenty to talk about in the field of HR and employment law, it’s fair to say that recent years have been relatively quiet in terms of new legislation – more a tweaking of the edges than substantive new developments. But all that is about to change, as the Government seeks to implement the manifesto pledges set out in its ‘Plan to Make Work Pay: Delivering a New Deal for Working People’. So brace yourselves….things are about to get a little bumpy.
What’s coming in the Employment Bill?
In forthcoming weeks, we’ll be taking a deeper dive into the various aspects of employment law set for reform and the practical implications for your business. For today though, just to give a flavour of what’s in store, we’ve set out below a snapshot of the key changes we’re expecting to see…and it’s a pretty comprehensive list:
- Tougher restrictions and sanctions on ‘fire & re-hire’ practices (which we looked at last time);
- Reform of the gig economy – a ban on exploitative zero-hour contracts; entitlement to a contract reflecting typical working hours; compensation for cancelled shifts;
- Unfair dismissal protection from day one of employment, subject only to a limited probation period;
- Simplification of employment status as between employees, workers and the self-employed – with better guidance to help determine the difference;
- Statutory rights for freelancers;
- A right to ‘switch off’ outside working hours;
- Making flexible working rights the default position from day one;
- Improved maternity protection and parental leave rights;
- Widening the scope of bereavement leave;
- Greater obligations to close pay gaps attributable to gender, ethnicity and disability;
- Protection from sexual harassment from third parties;
- Increased living wage and removal of the current age bands;
- Removal of waiting days and the minimum earnings limit for SSP;
- Prohibiting unpaid internships, except for training or educational purposes;
- Relaxing rules for Trade Union recognition and balloting procedures;
- Requirement to inform staff of their right to join a Union in their employment contract;
- Repealing recent legislation that undermined Trade Union activity (i.e. the use of agency workers to cover strikes and tougher balloting rules for certain essential industries);
- Changing the rules on collective redundancy consultation;
- Strengthening worker protections under TUPE, whistleblowing and health & safety legislation;
- Increasing Employment Tribunal time limits and jurisdiction; and
- Removal of statutory compensation caps.
Wait, that can’t be right, no changes to holiday pay? Don’t worry, as soon as everyone has got to grips with last set of changes from January, the goalpost relocation team are sure to a get a call.
If you want to know more about the tidal wave of changes coming your way, you can read Labour’s ‘New Deal’ for yourself, following the link below. Otherwise sit back, strap in, and we’ll bring you the essential updates as the details are unveiled.
View New Deal here: