Karen Sanders, Chartered FCIPD’s Post

Sir Keir Starmer has set out the Labour Party’s plans for employment law reforms if they are successful at the next General Election. The latest an election must be held is January 2025, but there is speculation that an election will take place this autumn. In late 2023, Shadow Deputy Prime Minister, Angela Rayner, made it clear that the Labour Party intends to bring forward an Employment Bill within its first 100 days in office, should it form the next government. The Labour Party’s promises could bring far-reaching changes for employers, which include: • Employees will have protection against unfair dismissal immediately from day one, removing the current two-year qualifying service requirement to claim ordinary unfair dismissal, and there will be no maximum limit on unfair dismissal compensation. • The amount of Statutory Sick Pay will be increased and paid to everyone, including self-employed people. • Staff under age 20 will get £10 per hour. Currently staff under age 20 are entitled to £7.49 per hour minimum wage (increasing to £8.60 in April). • Zero-hours contracts and fire and re-hire (dismissal and re-engagement) will be banned. • Employees will have the right to disconnect meaning employers cannot contact staff outside of working hours.

Sir Keir Starmer has set out the Labour Party’s plans for employment law reforms if they are successful at the next General Election. The latest an election must be held is January 2025, but there is speculation that an election will take place this autumn. In late 2023, Shadow Deputy Prime Minister, Angela Rayner, made it clear that the Labour Party intends to bring forward an Employment Bill within its first 100 days in office, should it form the next government. The Labour Party’s promises could bring far-reaching changes for employers, which include: • Employees will have protection against unfair dismissal immediately from day one, removing the current two-year qualifying service requirement to claim ordinary unfair dismissal, and there will be no maximum limit on unfair dismissal compensation. • The amount of Statutory Sick Pay will be increased and paid to everyone, including self-employed people. • Staff under age 20 will get £10 per hour. Currently staff under age 20 are entitled to £7.49 per hour minimum wage (increasing to £8.60 in April). • Zero-hours contracts and fire and re-hire (dismissal and re-engagement) will be banned. • Employees will have the right to disconnect meaning employers cannot contact staff outside of working hours.

Our #Cripps employment team, led by Melanie Stancliffe sets out our new Labour government’s proposals on employment rights. It is a quick 5mins read, but essential reading. The changes are far reaching. #employmentlaw #employmentrights.

Read my colleague Melanie Stancliffe’s blog on what the new Labour government could mean for you as an employer. As always do get in touch if you need any assistance at all! #labourgovernment #employment #employmentlaw #hr #humanresources

Labour government's proposed employment law changes aim to treat all workers like employees with broader rights, including the right to claim unfair dismissal from day one and improved sick pay benefits. Melanie Stancliffe, partner in our employment team, explains that employers should prepare by auditing contracts and policies to ensure compliance. #employmentlaw #LabourGovernment #workersrights

Some thoughtful insight and top tips for employers from Melanie Stancliffe on the employment law changes proposed by our new government.

Check out this insightful article from Personnel Today on Labour's first week in office. It offers a comprehensive overview of the party's key policies and initiatives. #LabourParty #HR #politics [Link to article: https://lnkd.in/gT7AC4yq] Employment Law Workshops for HR Officers. Visit www.hrsingapore.org #HR #Law

Is Your Business Ready for Changes to Employment Law? 🚨 As we move towards the end of 2024 and into 2025, there are some key changes to employment law that could affect businesses across the UK. With the Labour Party planning adjustments, here’s a quick look at what to expect: 🟢 National Living Wage: A new real living wage, based on the cost of living, could be introduced by April 2025. The age-based wage levels may also be scrapped. 🟢 Statutory Sick Pay: Changes could remove lower earning limits and the current three-day waiting period, making sick pay available from day one. 🟢 Tips Act: From October 2024, employers must make sure tips and service charges are shared fairly between staff, which could improve trust in sectors like hospitality. 🟢 Predictable Terms Act: Workers may soon have more rights to request stable work hours, with changes expected in September 2024. 🔍 What Should Employers Do? With these changes on the horizon, now is the time to check your business is compliant. Ashton People Solutions can provide expert HR advice to help you understand what the new laws mean for you and your employees. 💡 Need support? Get in touch with our team today! Learn more here: https://lnkd.in/ekckwhFa #EmploymentLaw #HRSupport #LivingWage #SickPay #TipsAct #BusinessReady

In this article I set out what employers in the retail, leisure and hospitality sectors need to know about Labour's employment law reforms. Given the likelihood of Labour winning the next general election, employers should start planning now.

A helpful quick summary of proposed employment law reforms from Labour, thanks Ruth Brecher! It seems an appropriate time to take a look! ☔ 🙈 #employmentlawreforms #labourgovernment #generalelection