The King's Speech of 2024 introduced significant upcoming changes to employment law in the UK. This article explores what those changes are.
Two pivotal bills were highlighted: the Employment Rights Bill and the draft Equality (Race and Disability) Bill.
Employment Rights Bill
The Employment Rights Bill is poised to implement Labour's "New Deal for Working People." Key aspects include:
Day-One Employment Rights: Enhanced protections from unfair dismissal, parental leave, sick pay, and default flexible working arrangements available from the first day of employment.
Zero-Hours Contracts: Ban on exploitative zero-hour contracts, ensuring fair notice and compensation for shift changes or cancellations.
'Fire and Re-Hire' Restrictions: Practices allowing employers to dismiss and re-employ staff on less favourable terms will be curbed.
Worker Status: Clarification and simplification of employment status to distinguish between workers and the self-employed more clearly.
Enhanced Union Rights: Enhanced rights for trade unions, including easier organisation and recognition processes.
Single Enforcement Body: Creation of a Single Enforcement Body to oversee and enforce workplace rights.
Draft Equality (Race and Disability) Bill
This draft bill aims to address pay disparities and promote equality in the workplace. Key provisions include:
Mandatory Pay Reporting: Larger employers will be required to report pay disparities, fostering transparency and equality in the workplace.
Addressing Pay Disparities: Measures to reduce and eventually eliminate race and disability pay gaps.
Enforcement and Accountability:Establishing mechanisms for monitoring and ensuring compliance with the reporting requirements.
National Minimum Wage
Additionally, the notes to the King’s Speech reiterated the government’s commitments to modify the National Living Wage. This will involve elimination of the lower rate for 18- to 20-year-olds and the National Living Wage will be linked to cost of living.
Implementation Timeline
While these legislative proposals signal substantial shifts, their full implementation will likely span into late 2025 or 2026 due to the legislative process and necessary preparations for compliance.
What will these changes mean for you?
These proposed changes mark a major step forward for workers, bringing substantial benefits and protections. Employees can expect greater stability and fairness in their wages, a better work-life balance, enhanced job security and a more inclusive workplace.
This should result in a fairer and more supportive working environment, promoting the well-being and professional growth of employees. This in turn should be advantageous for employers, who will have a more stable, productive and motivated workforce.
Related Posts
