Date published: 22nd August 2024

In its campaign, the new Government made it clear that its “New Deal for Working People” would be a fundamental part of its future plans, suggesting new employment legislation would be introduced within 100 days.  

We are now partway through those 100 days and it’s important to recognise what changes have come into effect and those which should be implemented between now and the Autumn.  

Their manifesto outlined a bold agenda to overhaul workplace rights and protections.  

Let's break down some of the key changes: 

Stronger Worker Protections 

One of the cornerstones of Labour's employment law reform is a heightened focus on worker protection. The government has pledged to introduce legislation that will: 

  • Strengthen unfair dismissal rights: Employees will have the right not to be unfairly dismissed from their first day of employment, rather than waiting two years. 

  • Promote flexible working: Labour aims to make flexible working the default option for all employees, unless it is genuinely unfeasible, thereby improving work-life balance and accommodating the needs of modern workers. 

  • Ban on exploitative zero-hours contracts: Labour aims to prevent the misuse of zero-hours contracts by introducing new regulations to ensure that these contracts reflect the actual hours worked.  

  • Reform statutory sick pay (SSP): SSP will be extended to all workers, regardless of their earnings, and the current three-day waiting period will be abolished.  

Empowering Workers 

  • Trade Union Rights: Labour aims to make it easier for workers to join unions and collectively bargain. 

  • Fair Pay Agreements: These could be introduced in sectors like social care, ensuring fair wages and conditions. 

  • End to Unpaid Internships: Unfair internships that exploit young people will be prohibited. 

Equality and Fairness 

Labour has committed to tackling inequality and discrimination in the workplace through the following measures: 

  • Race and Disability Pay Gap Reporting: Similar to the gender pay gap, companies will need to report on pay disparities between ethnicities and disabilities. Companies with 250 or more employees will be required to report on their race and disability pay gaps, promoting transparency and accountability. 

  • Extend parental leave: The right to parental leave will be extended to all employees from day one of employment, with a review promised to further enhance parental leave entitlements. 

These are just some of the major changes on the horizon. It's clear that the Labour government is committed to creating a fairer and more equitable workplace for all. As these reforms unfold, it's essential for both employers and employees to stay informed and adapt to the new landscape. 

While Labour's employment law reforms are undoubtedly ambitious, their implementation will certainly present challenges for businesses. Increased costs, administrative burdens, and potential disruptions to operations are some of the concerns that employers may face. 

It is essential for businesses to stay informed about the evolving legislative landscape and to proactively adapt their employment practices to comply with the new regulations. Seeking expert legal advice can help organisations navigate these changes effectively and minimise risks. 

Jackson Lees Solicitors will be closely monitoring these developments and providing updates to help you navigate the changes. call us today or make an enquiry to speak to our employment law experts.