Is your company ready for Labour ’ s new employment laws ?
EMBRACING
THE FUTURE
With Labour now at the helm , the landscape of employment law is set for significant transformation . Their manifesto , centred on worker rights , promises to overhaul current practices and introduce new regulations designed to ensure fair treatment and improved working conditions .
So , the big question is : is your company ready for these changes ?
A new era for employment rights Labour ’ s plan highlights critical reforms , some of which are listed below . Companies will face a tougher code of practice on certain practices , ensuring more stringent oversight and fairness in employment contracts .
Key changes to anticipate Day-One employment rights : Employees will be protected against unfair dismissal from the first day of employment . This significant shift requires companies to ensure termination processes are fair and compliant from the start .
National minimum wage reform : The removal of age-related bandings means all workers will receive equal pay for equal work , necessitating a review of wage structures for compliance .
Contracts for self-employed individuals : Employers must provide written contracts to self-employed individuals , reducing ambiguity and protecting freelance and gig workers .
Union rights in employment terms : Employment contracts must include a clause covering the right to join a union , enhancing transparency and supporting workers ’ rights to organise .
Enhanced statutory sick pay : Statutory sick pay will increase , and more employees will qualify . Companies need to budget for these costs and update payroll systems accordingly .
Default flexible working : Flexible working will become the default for all workers from day one , unless not reasonably feasible . This requires companies to rethink job roles and working arrangements .
Ban on zero-hour contracts : Exploitative zero-hour contracts will be banned , pushing companies to offer more stable and predictable working hours , particularly affecting industries reliant on casual labour .
Strengthened fire-and-rehire regulations : The law around fire-and-rehire practices will be tightened , requiring companies to explore alternative measures before making significant changes to employment terms .
Equal rights for workers and employees : Workers will receive the same rights as employees , including parental leave and protection against unfair dismissal , necessitating a re-evaluation of current classifications and benefits .
Right to disconnect : Employees will gain the right to disconnect , preventing employers from contacting them outside working hours , and necessitating clear policies on work communication and boundaries .
Revised industrial action laws : The removal of laws limiting the impact of industrial action means strikes could have greater effects , particularly in education and transport sectors , requiring robust contingency planning .
Menopause and pay gap reporting : Large businesses must create menopause action plans and report on disability and ethnicity pay gaps , promoting inclusivity and transparency .
Preparing for the transition Labour ’ s pledge to introduce some of these changes within the first 100 days of office underscores the urgency and commitment to reform .
Companies should conduct comprehensive audits of current employment practices and policies .
Engage with legal experts and HR professionals to understand the implications of each new law and begin to implement necessary changes .
While some changes will be immediate , others will roll out gradually , following detailed consultations .
Embracing these changes early not only ensures compliance but also positions companies as leaders in fair and progressive employment practices .
In this new era of employment law , proactive and forward-thinking companies will not just survive but thrive , creating workplaces that are fair , inclusive and supportive for all employees .
So , is your company ready for Labour ’ s new employment laws ?
Now is the time to prepare and lead the way in fostering a fairer working environment for everyone .
Get ahead of the curve and contact us for your free initial audit overview – visit hr2day . co . uk
Nicky Jolley Managing director , HR2day
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