The Affable Partnership: What the new Labour Government means for HR

The new Labour Government has announced a series of significant changes to employment law, set to be implemented within the next 100 days. These reforms aim to enhance workers’ rights and create a more equitable work environment. Below, I have outlined the key changes and their implications for your business.

Key Changes to Employment Law

1. Removal of Qualifying Periods for Unfair Dismissal, Sick Pay, and Parental Leave

Unfair Dismissal: Employees will no longer need to complete a qualifying period to be eligible to claim unfair dismissal.

Sick Pay: The qualifying period for statutory sick pay will be removed, ensuring employees can access this benefit immediately.

Parental Leave: Employees will have access to parental leave from day one of employment.

Action Required: Review and update your current policies and procedures to comply with these changes. Ensure that your HR team is aware of the new requirements and that all staff are informed.

2. Flexible Working as the Default from Day One

All workers will have the right to request flexible working arrangements from their first day of employment, except in cases where it is not reasonably feasible for the employer to accommodate such requests.

Action Required: Assess your current flexible working policies and consider how they can be adapted to meet this new standard. Train managers to handle flexible working requests fairly and consistently.

3. Mandatory Contract Updates to Inform Employees of Union Rights

Employers will be required to update staff contracts to explicitly inform employees of their right to join a union.

Action Required: Review and revise your employment contracts to include information on union membership rights. Communicate these changes to all employees and ensure that they understand their rights.

4. Removal of National Minimum Wage Age Bandings

The national minimum wage will no longer vary based on the age of the worker. This means all employees, regardless of age, will be entitled to the same minimum wage.

Action Required: Update your payroll systems to ensure compliance with the new national minimum wage structure. Inform your employees of these changes and adjust their wages accordingly.

Preparing for the Changes

To ensure a smooth transition and compliance with the new legislation, consider the following steps:

– Policy Review: Conduct a comprehensive review of your HR policies and procedures.

– Training: Provide training sessions for your HR team and managers to familiarize them with the new regulations.

– Communication: Keep your workforce informed about the upcoming changes and how they will be affected.

– Consultation: Seek advice from HR professionals or legal experts if you are unsure about how to implement these changes.

These reforms present an opportunity to enhance your workplace practices and improve employee satisfaction. Staying proactive and informed will ensure that your business remains compliant and continues to thrive under the new regulations.