MBL Seminars Ltd’s Post

I have been working on employment law in some form or another for most of the last 30 years. One of the great (and sometimes challenging) things about it is that it never stands still for too long. Employment law in the UK reaches another crossroads this week, with the long-awaited Employment Rights Bill expected to be published. Here are 10 of the most significant employment law developments during my time working on employment law - will the new Employment Rights Bill be another one? 🔶 Disability Discrimination Act comes into force - 2 December 1996 🔶 Working Time Regulations come into force - 1 October 1998 🔶 National minimum wage is introduced - 1 April 1999 🔶 Public Interest Disclosure Act protects whistleblowers - 2 July 1999 🔶 Right to request flexible working is introduced - 6 April 2003 🔶 Statutory dispute resolution procedures are introduced...and then abolished - 1 October 2004 to 6 April 2009 🔶 Equality Act consolidates anti-discrimination measures - 1 October 2010 🔶 Default retirement age is abolished - 1 October 2011 🔶 Employment tribunal fees cut claim numbers, but prevent access to justice...and are then abolished - 29 July 2013 to 26 July 2017 🔶 Coronavirus job retention scheme, better known as the furlough scheme, is announced at the dawn of the pandemic - 20 March 2020 #humanresources #brightmine

There have been a few posts (ours at RWK Goodman included) on the much-anticipated Employment Rights Bill, following it being published last week.  What does this mean for the country? There are no immediate changes taking place, particularly as the employment law reforms won’t realistically come into practice until 2026 (although we have no concrete timetable on that so that date may change). What I, and no doubt many other practitioners are interested in, what will come of the second reading due take place on 21st October 2024. What we do know is there are some significant changes planned, which we will be covering in our webinar next month. Presently the headlines are: employment rights reforms, including changes to zero-hour contracts, flexible working requests, third party harassment, day one rights: yes this includes the right to claim unfair dismissal, albeit following an ‘initial period of employment’. Whilst commentary has suggested nine months, the legislation does not set a defined time frame. Other reforms include changes to statutory sick pay, parental, bereavement, and paternity leave. Other matters relating to employment such as redundancy collective consultation applying across a business and not just at one establishment. Pay and conditions in certain sectors including school support staff and adult social care. There is a lot regarding trade unions and there will be enforcement of labour market legislation (i.e. the Fair Work Agency previously referenced allowing for quicker resolution of breaches under set legislation identified in the Bill). The press addressed the Government’s ‘Next Steps’ which are other proposed reforms which are not addressed in this bill, such as the right to switch off and a single status rather than employee and worker. In our webinar we will discuss the detail and further changes, that arise as a result of the second reading, which will impact the future of our employment law: https://lnkd.in/egj_HCn8 #employmentrightsbill #employmentlaw

The new Labour government has lots planned when it comes to employee rights and review of employment laws. This article takes you through what's proposed. As ever, get in touch if we can help with anything...#irwinmitchell #employmentlaw

As the Summer holidays arrive, we brace ourselves for a busy year to come. This article explains what is proposed by the Labour Government for employment law. Keep in touch as we'll be keeping a close eye on things and working hard to keep you updated, upskilled and ready: https://lnkd.in/eYQBKbvm

Employment lawyers are predicting significant legislative changes in the workplace with the new Labour government's initiatives. Key proposals include the establishment of flexible working as a day-one right, the abolition of age bands for adult workers in setting the National Minimum Wage, and a potential introduction of up to 20 new dual protective characteristics in equality law. For more details: https://bit.ly/3WiIMBp #EmploymentLaw #LabourGovernment #WorkplaceReform #EqualityLaw

As you’ll know, years into a Conservative government, there was a steady stream of employment legislation that has come to pass, or was in progress – from new right to work rules to shared parental leave. For any legislation that was not over the line when the election was called on 22nd May, the future is uncertain; although there is more chance for some new laws than others. In our General Election edition of #PeopleMatter, we discuss this case in full. We also discuss the new national service in practice, proposed trade union laws, the difference between 'workers' and 'employees', and much more... To read these articles in full, and find out the latest from the world of HR, check out our newsletter here: https://lnkd.in/dEEjdTX #generalelection #employmentlaw #hr #sme #hrdept #sutton #southlondon

Our latest article offers valuable insight into the King’s Speech and Labour’s proposed employment bills, highlighting key changes that could reshape UK employment law. Worth a read!

📢 Reflections on Labour's Victory and Its Impact on UK Employment Law As an HR practitioner who’s navigated the ever-evolving landscape of employment law for over a decade, I find myself reflecting deeply on Labour's recent victory and the potential changes it heralds for UK employment legislation. Labour’s win is poised to bring a wave of transformative changes, many of which directly impact our daily responsibilities in HR. From promises of stronger worker rights to enhancements in workplace equality, the anticipated reforms align closely with the values of fairness and inclusion that we strive to uphold in our organisations. Here's a snapshot 📷 of the key changes we can expect: ⭐️Day one right for unfair dismissal applying to both employees and workers. ⭐️Banning zero hours contracts. ⭐️Increasing the time limit to pursue an Employment Tribunal claim from 3 to 6 months. ⭐️Removing statutory limits on compensation that can be claimed in the Employment Tribunal. ⭐️Banning fire and rehire processes. ⭐️Changing the 3 tier employment status structure to a 2 tier (combining employee and worker status). ⭐️Introducing a flat rate for NMW for all age groups. ⭐️Expanding equal pay legislation to apply to those with disabilities and BAME employees. ⭐️Changing Trade Union Rights. ⭐️A right to switch off from work. ⭐️Entitlement to SSP from day 1 ⭐️Introducing a right to bereavement leave These changes, set to be implemented within 100 days, mark a significant shift towards more equitable and fair work practices. 💼 HR Practitioners: What are your thoughts on these proposed changes? How will they impact your strategies and operations? Let’s discuss the potential impact of Labour’s victory on our field! #HR #EmploymentLaw #LabourWin #WorkplaceEquality #FlexibleWorking #EmployeeRights #Leadership

Upcoming Changes in Employment Law: What You Need to Know 📢 The King’s Speech included significant proposals that could reshape employment law in the UK. From ending exploitative zero-hour contracts to making flexible working a default from day one, these changes will affect both employers and employees alike. Key highlights include: • Enhanced worker rights, including sick pay and parental leave from day one • A reformed approach to ‘fire and rehire’ practices • New equal pay legislation for ethnic minorities and disabled workers Want to understand how these changes could impact your business? We’ve broken it all down for you. Read our latest article here: https://buff.ly/47HNtsn #EmploymentLaw #LabourGovernment #HR #WorkplaceReform #BusinessLaw #FlexibleWorking #NewLegislation Photo credit: © House of Lords / photography by Roger Harris

Important changes to come on employment law. But unintended consequences should be a real concern around a desire to hire for more neurodiversity, and also for the aim of bringing older people back into the workforce, essential as part of the plan for economic growth: "Lawyers say one unintended effect could be to make employers more wary of taking a chance on someone with an atypical background. Another could be to make them more brutal about terminating contracts at the end of probation if there is any doubt about performance — rather than giving borderline candidates extra time to improve. The bigger worry is that it might deter them from hiring at all." #recruitment #employmentlaw #workers #neurodiversity #diversityandinclusion #businessandsociety