In the recent state opening of parliament with Keir Starmer as prime minister on the 17 July 2024, King Charles presented Labour's agenda to "make work pay." He announced that the government will legislate a new deal for workers aimed at prohibiting exploitative practices and bolstering employment rights, culminating in an Employment Rights Bill. Labour’s Plan to Make Work Pay: Delivering A New Deal for Working People – The Labour Party
The UK government has declared its intention to outlaw 'exploitative' work practices via a new Employment Rights Bill, as stated in the latest King's Speech
Although the full details of the Bill have not been disclosed, it is expected to encompass several of the workers' rights commitments outlined in Labour's pre-election manifesto.
Implementing day-one rights for unfair dismissal, contingent upon a probationary period.
Establishing flexible working as a default right from the first day of employment.
Enhancing redundancy protections for employees who are on or returning from maternity leave.
Prohibiting employers from 'firing and rehiring' staff under less favorable terms and conditions.
Banning exploitative zero-hours contracts.
Improving statutory sick pay and increasing the minimum wage.
Reforming collective redundancy consultation to ensure employers count staff across all locations.
Providing greater protection for whistleblowers.
Repealing the Strikes (Minimum Service Levels) Act, which allows certain employers to compel employees to work during strikes.
Modifying trade union engagement rules to permit members to use secure electronic balloting.
In his speech, the King highlighted the government's pledge to eradicate exploitative practices and announced the forthcoming publication of a draft Equality (Race and Disability) Bill. This legislation aims to legally guarantee the full right to equal pay. It is expected to include a mandate for employers with 250 or more employees to disclose pay disparities based on ethnicity and disability, a proposal previously dismissed by the former government.
Whilst most of the proposed changes within the Bill will likely impact businesses and the way HR practices operate, we have not yet grasped the full extent of these changes. I believe that one of the most radical changes, for instance, the day-one rights for unfair dismissal, subject to a probation period, will undoubtedly be a massive change in the way many businesses think about managing their staff, especially when things become contentious. It will be more critical than ever for businesses to make the right hires and ensure proactive performance management is in place with a robust probation period and appraisal process. Additionally, it will be imperative to upskill managerial capabilities to address performance or capability issues promptly.
If you need HR support on this topic, please reach out to Progressive HR Solutions via email at info@progressivehrs.co.uk
Comments