General Election – HR a look ahead!

With a general election announced for 4 July 2024, we look at some of the proposed changes and improvements for employees and workers, and how this could impact employers if Labour win and get in Number 10.

Enhanced rights from day 1

Labour has indicated that they want to see improved employment rights from day one and intend to remove the 2-year qualifying period for employees to claim unfair dismissal.  In addition, they intend to remove the service requirement for parental leave.  They also want to enhance the rights and protections of pregnant staff, whistleblowers, workers in a redundancy situation and those involved in a TUPE transfer. 

They also want to see the distinction between employees and workers removed, giving all workers the same basic rights and protection around sick pay, holiday pay and unfair dismissal.

Enhanced job security

There is also a focus on improved job security for staff on zero-hour contracts, to give anyone who works regular hours for a 12-week period, the right to a regular contract.  If you have to change or cancel a shift, workers will have to get reasonable notice plus compensation for cancelled shifts or loss of work. 

Employers will be required to improve information and consultation procedures when “firing and rehiring” and we may see a change in the law to prevent workers being dismissed if they don’t accept new terms. 

Better family friendly policies

On the back of the introduction of unpaid carer’s leave this year, Labour wants to support workers even further with family emergencies and commitments by giving paid carer’s leave, flexible working and the ability to force rights.   There is also a plan to extend statutory leave and introduce bereavement leave.  

Better pay

Labour is also looking to introduce a genuine living wage, with an increase to £10.00 an hour as a minimum and an increase in SSP also making it available to everyone. 

Labour has also committed to close the gender, ethnicity and disability pay gap by making it a mandatory requirement for businesses with over 249 employees to publish reports.

Improved health and wellbeing

Continuing with the need to improve mental health support, Labour have committed to do more to raise awareness around neurodiversity and review measures for managing stress, mental health and issues related to anyone impacted by long COVID.  We can also expect to see protection for staff, expected to be available outside of their working hours – also known at the right to switch off.

Labour also intends to push on even further to make it every employers duty to prevent harassment at work. 

Trade Unions

Also on the agenda is a review of the process for trade union recognition and an obligation on employers to tell their staff that they have a right to join a union.

Employment Tribunals

We may also see an extension to the time limit for raising an employment tribunal claim, particularly for employees who have been on maternity leave, and the removal of caps on compensation claims.