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Labour are planning to introduce workers rights for a four-day week. The new 'rights for workers' package, championed by Deputy PM Angela Rayner, will include a system of compressed hours. This will allow employees to work their hours over four days rather than five. Unlike a request for flexible working, which is discretionary, this new package will mean that companies are legally obliged to provide compressed hours from the start of employment - unless the request is not reasonably feasible. Labour are prioritising economic growth, although the opposition party believe that businesses will be left 'petrified' if these proposed changes come into effect. However, Labour said that making flexible working the default rule will support people to stay in the workforce (such as parents who need to choose between work and childcare or caring for family) and also boost creativity. The package will work alongside the 'right to switch off' (which I wrote about last week), which all forms part of the draft legislation which Labour plan to submit to Parliament in the first 100 days of being in power. As an independent HR consultant, I am working with my retained clients to make sure that not only are they legally compliant (particularly if and when the draft legislation is passed), but also that they are creating and cultivating a positive workplace culture, to make sure that the rights of the workers dovetail with the needs ot the business. This will be hard to manage for many organisations, with Labour shifting the onus on employers to be aware of their employees' rights. As I always say, your people are your biggest asset, and treating them like individuals and taking their needs into consideration is imperative to business longevity. As studies show, happy employees are more productive. If you need clarity around the draft legislation and would like consistent and hands-on HR support for your business in the long term, please get in touch for an informal chat about me and my team can help. #CompressedHours #DraftLegislation #HRConsultant Jessica Pilling, Louise Roberts, Denise Wongsam

Before the General Election we posted on Labour's plans for the right to switch off and other workers' rights. This article looks closer at the details. Is your first reaction thank goodness that doesn't apply here? Are you jumping to see if your organisation will be exempt? If so you are missing the point. The legislation is not just about workers rights but improving your business. When workers have proper down time and can switch off they perform better. With recharged batteries they will be less susceptible to illnesses. They will enjoy their work more; productivity will increase. Having recently enjoyed the Olympics we are aware of the need for athletes to recover. We know if they train constantly performance will drop. Trainers do everything to maximise their performance including sleep and eating. Employers need to follow that example. Think smarter about the staff. The proposed changes will help, but don't want for changes to be imposed, act now. https://lnkd.in/enyS2nqP

The UK has implemented new regulations affecting holiday calculations and pay for irregular and part-time workers. These changes aim to address fairness concerns. Swipe for the main takeaways and for a deeper look at the changes, please refer to the link below https://lnkd.in/eueytnDm _ #inktech #hr #hr2024 #hrtrends #holidaypay #hrdepartment

Australia will enshrine in law the "𝐫𝐢𝐠𝐡𝐭 𝐭𝐨 𝐝𝐢𝐬𝐜𝐨𝐧𝐧𝐞𝐜𝐭" for employees outside of work hours without penalty, with potential fines for employers that breach the rule 💻 📵 Employees will be able to raise a complaint about intrusive phone calls or the expectation they answer work emails out-of-hours with their employer. If the issue is not resolved at the workplace level, employees can apply to the Fair Work Commission for an order on the employer to stop unreasonable out-of-hours contact. Given the ubiquitous nature of tech in the modern workplace, it is perhaps no surprise that a right to disconnect has been taken up in some EU jurisdictions, including Ireland, Italy, Spain, Belgium and France 🌍 In the UK, the government has not embraced support for this policy and there are no current plans to make such a right a legal requirement, nor produce a Code of Practice on the right such as in Ireland. This is in spite of research which linked working from home during COVID-19 with an epidemic of hidden overtime, negatively effecting workers' mental health, and disproportionately affecting working women 📈 However, the Labour Party has said that the "right to disconnect" would likely be in the party's manifesto for the next general election. Watch this space 👀 #rightodisconnect #employmentlaw #employmentlawyer #hr

Employees Contacted After Hours Could Receive Increased Compensation Labour's new plans could see employees who are consistently contacted by bosses outside of working hours receive significant compensation. The introduction of the "right to switch off" aims to establish clear boundaries between work and home life, following successful examples in Belgium and Ireland. 🌟 Key Highlights: Right to Switch Off: Employers and employees will agree on specific hours during which contact is permitted, helping to protect personal time. New Code of Practice: Expected to be issued by Acas, this code will guide employers on best practices and principles for out-of-hours communication. While broad, it will offer flexibility to suit different business needs. Significant Tribunal Payouts: Employees could secure thousands of pounds in compensation if employers repeatedly breach these agreements. This includes a potential 25% increase in compensation if codes of practice are ignored Broader Reforms:  Ban on exploitative zero-hour contracts Ending the practice of fire and rehire Boosting the minimum wage Offering rights to sick pay, parental leave, and protection against unfair dismissal from day one after probation. Angela Rayner emphasises that these changes will bring together workers and businesses for the overall good of the economy. Government sources highlight that while the policy will need to be tailored to each workplace, it aims to balance the needs of both employees and smaller companies. The Department for Business and Trade proudly states that this is the biggest upgrade to workers' rights in a generation. A spokesman added, "Our plan to Make Work Pay will consider various approaches to the right to 'switch off' that work for both businesses and employees alike. Further details will be provided in due course." Jacqui Adams, MBA ✅Kim McMillan, MSc. MCIPDHolly Haddock Assoc CIPD #WorkersRights #LabourPolicy #RightToSwitchOff #Compensation #WorkLifeBalance #EmploymentLaw #EconomicGrowth

STOP PRESS 3 - NEW EMPLOYMENT LAWS FOR HOSPITALITY SECTOR COULD THREATEN ITS EXISTENCE ADDED TO SMOKING BANS AND MINIMUM UNIT PRICING As if our sector has not been hit hard enough by policy announcements in the last week from the socialist government of Sir Keir Starmer along come even more proposals to ensure, like France, it become harder to hire and fire individuals. Employees will now have rights to demand four day working weeks which could be tied to "compression" but will nevertheless be an added burden for small companies which make up many in our sector. The key issue here is that if employees have the right to demand a four day working week will employers be compelled by law to accommodate them?? Ministers may say no but why have an employee right in the first place if it is not meant to have some teeth? "Labour has promised the biggest upgrade of workers’ rights in a generation. Proposals include creating a single status of worker that would mean that all staff regardless of contract type will be afforded the same basic rights such as sick pay, holiday pay, parental leave and protection against unfair dismissal. It also wants to end the qualifying periods for those rights, which currently stands at two years. It means new recruits would be eligible from day one in a job. The party also hopes to restrict so-called fire and rehire practices and zero-hour contracts. Labour has promised a "right to switch off". This means workers wouldn't have to check emails or take work calls out of hours and bosses would not be allowed to pester them." #licensing #hospitality #bars #restaurants #clubs #theatres #cinemas https://lnkd.in/dax45Sir

Long awaited and much needed reform to New Zealand's Holidays Act is, it seems, finally on the way. Looking forward to seeing the draft legislation in September. Some media interest in part-time workers losing out if their sick pay entitlement is pro rata'd, and that does raise interesting issues. However, the big question - can the new laws be practical and certain, while also being fit-for-purpose for the modern workplace? https://lnkd.in/geVyrbww

News release Stronger Workplaces for Nova Scotia Act Introduced 5 September 2024 | 2:21 PM Labour, Skills and Immigration The government is strengthening workplaces in Nova Scotia with transformative changes that will help support the health and well-being of workers and offer job security when they are sick. The Stronger Workplaces for Nova Scotia Act, introduced today, September 5, will modernize the workers’ compensation system, address harassment in the workplace and create more unpaid leave for employees who need time off work because they are sick or dealing with a serious illness or injury. “Listening to workers and hearing their ideas and experiences is incredibly valuable. Their voices matter, and it's important to take their concerns to heart and work to support them in any way possible,” said Jill Balser, Minister of Labour, Skills and Immigration. “I’m proud that, as a government, we can implement solutions that will make a meaningful difference for workers and for their families, now and for generations to come.” The new legislation amends the Workers’ Compensation Act, the Occupational Health and Safety Act and the Labour Standards Code. The changes are further supported in recommendations made by the Workers’ Compensation Review Committee in a report the government released last week. The amendments include implementing reviews of the workers’ compensation system every five years and a return-to-work process that will help the employer and employee from the time a worker is injured until they return to suitable and meaningful work. Additionally, these changes will help support respectful, safe and welcoming workplaces by preventing harassment in the workplace in accordance with regulations. Changes to the Labour Standards Code will create five unpaid sick leave days for general illness in addition to the three unpaid days for medical appointments and family illness leave that is currently allowed under the code. There will also be a 27-week unpaid leave that would provide eligible employees with job protection while dealing with serious illness or injury, which aligns with the federal government’s Employment Insurance (EI) sickness benefits.

⛰ The UK could see great change within the next week - so how can employers best prepare?   💡 In our latest article with Workplace Wellbeing Professional, Rippl's CEO, Christopher Brown explores what could lie on the horizon for People leaders and how they can best prepare for key policy changes around minimum wage, parental leave, sick pay and flexible working. 💭 "The general election has introduced a wave of uncertainty and anticipation among UK employers and HR professionals. Labour’s lead in the polls and its comprehensive manifesto, aimed at enhancing worker rights and pay, suggest significant changes are on the horizon. "The proposed policies on minimum wage, zero-hours contracts, and in-work security will likely require employers to adapt quickly to new regulations. HR leaders must remain proactive, ensuring they are well-prepared to support their employees through these transitions. By focusing on comprehensive employee engagement and robust wellbeing support, HR can navigate these changes effectively." 💻 Read the full story: https://lnkd.in/eBvcKdRE #HRstrategy #HRpolicy #PeopleStrategy #EmployeeEngagement #EmployeeWellbeing

'Murky waters' | 'Right to switch off' plans welcomed but legal risks lie ahead for HR - experts warn The new Labour administration has pledged to introduce legal boundaries on when workers can and can’t be contacted outside of set working hours. While the government has been boasting the benefits that a right to switch off could bring to the economy, concerns have been raised about the complexity that such laws will require, and how flexible the rules will be when it comes to businesses that don’t operate a traditional 9-5 routine. Downing Street insists that the ‘right to switch off’ wouldn’t be a “one size fits all” approach, but nevertheless there have been warnings that the move could result in an increase in employment tribunals and compensation payouts from employers. Deborah Warren, Legal Director of Employment at Clarion, said that, while the sentiment of supporting a healthy work-life balance is likely to be well-received, the new government’s plans to introduce a right to switch off for employees will undoubtedly impact businesses and could increase the cost of a successful employment tribunal claim, if they fail to adhere to the policy or requirement. “It’s probable that the change will see a new code of practice introduced, which may place the responsibility on employers to implement the policy within their businesses,” said Warren. The CIPD says the Government’s proposed ‘right to switch off’ should be developed in consultation with employers and allow for some flexibility around when organisations can contact staff in unforeseen circumstances. Ben Willmott, Head of Public Policy at the CIPD, the professional body for HR and people development, says: “It’s important that any new 'right to switch off’ is introduced with sufficient flexibility to enable employers to contact employees outside normal working hours where unforeseen circumstances require this, for example due to sickness absence. “Employers will need to ensure they have clear policies which are aligned to any new code, clarifying the circumstances where managers can and cannot contact staff outside their usual working hours.” (HR Grapevine UK) This could minimise issues with sickness absence in favour of the wellbeing of employees if this is a source of their absence. The issue is that organisations will need to look at their culture and how this can be managed in line with their business needs, with finding the right balance.