Employment law changes

Key takeaways from Michael Page's expert panel

Our recent Employment law webinar provided invaluable insights into the significant changes on the horizon. Expert speakers Jenny Arrowsmith and Helen Kidd from Irwin Mitchell Solicitors outlined key proposals and discussed their potential impact on businesses.

Here are some of the major takeaways:

Day one rights

The government is considering extending unfair dismissal rights to employees from their first day of employment, which could lead to increased tribunal claims. The proposed day one rights for unfair dismissal, parental leave, and sick pay could significantly increase the financial burden on businesses, making it essential to review and potentially adjust HR policies and practices to mitigate risks.

Pay and conditions

Labour's commitment to a "fair pay for all" includes increasing the national minimum wage, removing age bands, and strengthening statutory sick pay.

The focus on fair pay and improved working conditions highlights the increasing importance of employee well-being and satisfaction.

What this could mean for businesses:

Businesses should evaluate their compensation structures and benefits packages to ensure they remain competitive. Check out our salary guides to help you benchmark what you’re paying for roles in your industry.

Get your Salary Guide copy

Employment status

The government is exploring the creation of a single worker status, but what does this mean? First, it helps if you imagine the different types of workers: employees, contractors, and freelancers. Right now, they have different rights and protections. Single worker status aims to create a single set of rules for all these workers.

What this could mean for businesses:

The positives to this mean everyone gets the same basic rights, like minimum wage and paid leave. However, some people worry that it might make hiring more difficult for companies and could limit the flexibility of the UK's labour market.

Zero-hour contracts

Labour plans to ban zero-hour contracts and introduce more predictable working arrangements. This could make it harder for businesses to hire workers when they need them, as it would be less flexible. However, it could also mean that workers have more job security and better working conditions.

What this could mean for businesses:

Businesses will need to adapt their hiring and scheduling practices to comply with the new rules. Key steps might include:
Consider exploring alternative employment models, such as part-time or contract roles, to maintain flexibility while complying with regulations.
Consult with workers to understand the preferences of your current zero-hour or casual workers.
Consider providing stability for employees by offering fixed-hour contracts.
Explore alternative options – consider using agency workers or annualised hours to maintain flexibility.

Trade unions

The government is proposing to strengthen trade union rights, including easier union recognition and increased protections for union representatives.

What this could mean for businesses:

This could lead to increased union activity and potential disruptions. Businesses should foster constructive relationships with unions and be prepared for potential negotiations.

Family-friendly rights

Labour aims to introduce paid carers’ leave to support employees caring for family members, increased bereavement leave to provide greater support during difficult times, and make flexible working arrangements the standard, promoting work-life balance and accommodating individual needs.

What this means for businesses:

It's time to review and update your company's policies on family-friendly benefits to comply with the new legislation.

Clearly communicate the new policies to employees and ensure they understand their entitlements.

Provide resources and support to help employees access and utilise the new benefits.

Equality and discrimination

The government is committed to addressing equality and discrimination issues, including introducing mandatory publication of ethnicity and disability pay gaps and strengthening protections for whistleblowers.

What this means for businesses:

Mandatory publication of pay gaps is designed to promote transparency and accountability. Make sure to analyse your organisation's pay gap data and identify areas for improvement.

Develop and implement DE&I strategies to address pay gaps and create a more inclusive workplace.

Educate employees about their rights and responsibilities under whistleblower protection laws.

Don't miss out! Watch on-demand

If you weren't able to attend the live webinar, don't worry! You can now watch the recording on demand. Head to our webinars and events to access the recording and gain further insights into these important employment law changes.

Get even more out of our employment law webinar! Explore the audience Q&A session for answers to real-world scenarios relevant to businesses like yours.

Need expert support?

Michael Page is your trusted partner for hiring and talent management. Whether you're navigating upcoming employment law changes or need assistance with your recruitment strategy, our team of experts is here to help.

Contact Michael Page today to discuss your specific needs and learn how they can support your business.

Get in touch