Under the new Labour Government, we’re expecting to see big changes that will impact multiple aspects of UK employment Law, some could be introduced as early as October 2024 while others are expected to take up to 18 months to come into effect in the workplace. More details on this are expected to be released in Octobers Employment Rights Bill. Here’s what you need to know:
Day one employment rights – Perhaps one of the biggest expected changes to current employment law is employment rights from day one of employment, including but not limited to, the removal of parental leave qualifying periods and an employees length of service being connected to unfair dismissal cases. In addition, it’s expected that there will be changes to the code of conduct permitted within an employees probationary period.
Harassment in the workplace – Strengthened legislation is expected to be introduced ensuring employers have a duty to take ‘all’ reasonable steps to prevent harassment in the workplace, and additional protection for whistleblowers.
SSP – The removal of the current 3-day waiting period for statutory sick pay is expected to be introduced, with a new banding applicable to those earning below the lower earnings limit.
Right to switch off – New legislation is expected to give workers ‘the right to switch off’ to prevent the benefit of working from home becoming the burden of homes turning into 24/7 offices. Similar models have already been successfully introduced in neighbouring countries and are said to be constructive in setting boundaries for employers.
Dismissal and re-engage – Also known as fire and re-hire. This subject had a new code of practice legally introduced in July 2024 whereby the principal of making a worker redundant and re-hiring them on lesser terms, was formally made unlawful. It’s expected the new government will be introducing a strengthened code of practice.
In addition to the above, it’s likely changes and new legislation will be introduced around maternity protection, 0 hour contracts, increased time limits for employment claims, collective employee grievances, menopause action plans for large firms (250 headcount+) , the removal of age bandings in relation to minimum wage and national living wages and more.
For further information, guidance or policy support, contact our team for further details.
