With Labour having won the election last week, it is inevitable that this will mean upcoming changes to employment law. Having reviewed Labour’s manifesto, the below is what we can possibly expect from the election results 2024:
- A ban on ‘exploitative’ zero hours contracts although it is unclear on how exploitative will be defined.
- Introducing a day one right to sick pay and parental leave.
- Making unfair dismissal a day one right, with possible exceptions for employees in their probationary periods.
- An expansion of statutory maternity and paternity leave, a review of the shared parental leave system, introducing bereavement leave and strengthening protections for pregnant workers.
- An introduction of paid family and carer’s leave, flexible working options, and enforcing stronger rights for workers facing family emergencies.
- Introduction of additional safeguards for pregnant employees, whistleblowers, those facing redundancy, and individuals subject to TUPE.
- Reviewing the criteria for setting the National Minimum Wage to take into consideration the cost of living as well as considering the removal of the age-related bands so there is only one rate.
- A right for employees to have a contract which reflects the hours they regularly work.
- Introduction of greater support of the mental health and well-being of workers. This will involve work capability assessments to assist people with disabilities in returning to work.
- Introduction of a ‘right to switch off’.
- There will also be an extension of rights for Trade Unions and a relaxation of some of the rules surrounding Trade Union recognition.
- An extension of Tribunal time limits from 3 to 6 months.
With all of these things, there will likely be a requirement for businesses to revise employee contracts and introduce new workplace policies to avoid legal complications.
We will continue to update you over the coming weeks and months with respect to the election results 2024 but, as always, feel free to get in touch if you need assistance.
