Centric HR Limited’s Post

The Labour Party has today released its manifesto. What does it say about employment law? Well, Labour recommits to implementing in full its 'Plan to Make Work Pay: Delivering a New Deal for Working People' (released in May earlier this year), introducing legislation (an Employment Rights Bill) within the first 100 days of office. Before any legislation is passed though, 'businesses, workers, and civil society' would be 'fully consulted' on putting the plans into practice. The manifesto itself specifically picks out the following key items: 1. Banning zero hour contracts. 2. Ending 'fire and rehire' (but note the Plan recognises that it is 'important that businesses can restructure to remain viable, preserve their workforce and the company when there is genuinely no alternative'). 3. 'Basic rights from day one' on 'parental leave, sick leave, and protection from unfair dismissal'. 4. Creation of a 'Single Enforcement Body' to 'ensure employment rights are upheld'. 5. Reforms to the minimum wage (to factor the cost of living and removing age banding). The Plan, however, includes many other additional and important reforms (e.g., working to eliminate the legal complexities of the 'employee' vs. 'worker' divide; strengthening maternity, redundancy, and TUPE protections; and developments on flexible working and the 'right to switch off'). It could be a busy period indeed for employment lawyers. #wearemorganlewis

A number of new employment laws have come into effect in 2024 and we are finding that many employers have not yet considered these changes, leaving them exposed to non-compliance! With further updates in legislation coming later in the year, it’s an ever changing landscape. Additionally, with a looming general election, and should Labour be elected into Government, they have pledged to strengthen the rights of workers to respond to family emergencies with paid family and carer’s leave, and broader flexible working - it’s important more than ever for employers to stay on top of these changes. Louise Bloomfield and I have recently wrote an article covering this topic. So if you want a recap of the new employment legislation and how to navigate the changes, then please read our article ‘Employment Law Changes in 2024 … With Lots More to Come’ ⭐️ #employmentlaw #legislationupdate #HR

Substantial reforms to UK employment laws incoming this month. The impact will vary from business to business, but a good opportunity to update your overall documentation & get your business on the front foot. As always, happy to offer advice, 07772 320508 or barry.quinn@peninsula-uk.com #ukemplaw #hr

🚨 Upcoming Shake-Up in UK Employment Rights: What Employers Need to Know 🚨 The UK government is proposing the biggest upgrade to workers' rights in a generation with the Employment Rights Bill, set to take effect in autumn 2026. This comprehensive reform could mean significant changes for both employers and employees, touching on everything from flexible working and zero-hours contracts to sick pay and dismissal rights. It’s essential for employers to stay informed and begin preparing for these upcoming changes. Understanding these reforms now will ensure a smoother transition when they come into force. We've put together a detailed overview of the proposed changes and what they mean for employers. 📄👔 👉 Read the full article to learn how you can start getting ready for the changes: https://lnkd.in/eCAT6GhM #HR #EmploymentLaw #UKHR #WorkersRights #EmploymentReforms #FlexibleWorking #EmployeeWellbeing #HRInsights #LinkedInCommunity

The new #Labour Government has big plans for workers' rights - probably the most significant changes to the #employment landscape for a generation. What will this mean for #HR and employers and how can we ensure that all of its 'New Deal' proposals improve and don't undermine employment outcomes? One of the most far reaching proposals is to introduce Day 1 basic rights, including for sick pay which makes sense. Another proposed new Day 1 right is to entirely remove the two-year qualifying period for claiming unfair dismissal. Granted, the proposal has been tempered to probably include a reasonable probationary period, but it would still have enormous implications for employment contracts, people management practices and the wider employment relationship. This new People Management article by myself and head of public policy Ben Willmott explores what this could mean for people professionals, and what CIPD will be doing to ensure Government consults - and compromises if necessary.

The new Employment Rights Bill introduces significant reforms set to reshape the workplace. From day-one rights for unfair dismissal and new rules on flexible working, to changes in zero-hours contracts and fire and rehire practices, this Bill will affect employers across the UK. Carla Codona examines what these changes mean for businesses and how employers can prepare for what’s ahead. #EmploymentLaw #WorkplaceReforms #EmploymentRights 

The 'four-day week' has featured heavily in the news over the last few days, as the government is said to be considering introducing a specific entitlement for employees to request compressed hours. Employment lawyer Alex Kiernan looks at this, and some other key #employment proposals: https://lnkd.in/ez7-9THB #employmentlaw #flexibleworking #workers #employmentlawyer #employers #fourdayweek #workinghours

Really useful for HR professionals and business owners!

📢 The highly anticipated UK Employment Rights Bill was unveiled on October 10, 2024. This Bill introduces significant changes to employment laws, marking the largest overhaul in decades. 🔦 Here are some key highlights: Day-One Rights: Employees now have rights to parental leave, sick pay, and protection from unfair dismissal from their first day on the job. Ending Fire and Re-Hire: The practice of firing employees only to rehire them on less favourable terms is largely prohibited. Collective Consultation: There are extended obligations for collective consultation, ensuring better communication between employers and employees. Cost of Living Considerations: The Low Pay Commission will now consider the cost of living when setting minimum wage rates. More information is available below and I am always here to help you navigate your way through all this. 😊 #humanresources #leadership #hr

Really useful summary from hrdocbox on the proposed changes to UK Employment Rights, useful for anyone managing teams to know what is potentially changing