Integrated Human Resourcing’s Post

Following the King’s Speech last week it seems that Labour are keen to fast-track the implementation of their ‘New Deal for Working People’, so employers should be prepared for changing times ahead. Although no specific details or timings have been confirmed yet, the new Employment Rights Bill being proposed is set to include: 👉 A ban on exploitative zero-hour contracts, instead offering workers the right to a contract that reflects the hours they regularly work. 👉 New day 1 rights to sick pay, parental leave and unfair dismissal, with some rules around the use of probationary periods. 👉 Making flexible working a day 1 right for all workers with a requirement for employers to accommodate this as far as is reasonable. 👉 Making it unlawful to dismiss a woman who has had a baby for six months after she returns to work, with some exceptions. 👉 Removal of the waiting period and the lower earnings limit for statutory sick pay. 👉 Ending of the current fire and rehire practices including replacement of the current statutory code. 👉 Creation of the Fair Work Agency, a new body to focus specifically on enforcing workplace rights. 👉 A new Fair Pay Agreement for the adult social care sector. 👉  A new right for workers and union members to be able to access a union within the workplace by simplifying the process of statutory recognition. 👉 Abolishing the recently created new laws on minimum service levels during industrial action. We’ll update you again once the draft Bill has been submitted, but until then our team are only a phone call away if you have questions on anything mentioned above. Book a free 30-minute consultation call to chat with one of them today for instant advice and support. We’ve got your back 💪 📲 Ann-Marie Pugh 07899 936239 📲 Emma Neate 07834 413249 📲 Beth Hodgetts MCIPD 07971 452295 #employmentlaw #newlegislation #hrsupport

What is likely to be included in the Governments Employment Rights Bill and when is this likely to come into force? 👉 Banning ‘exploitative’ zero-hour contracts and giving workers the right to a contract reflecting their regular working hours, based on a 12-week reference period. The intention is to end 'one-sided' flexibility and ensure a baseline level of security and predictability for all jobs.  👉 Ending 'Fire and Rehire' in anything other than exceptional circumstances, for example where it would be the only way of preserving the viability of a business. The practice of ‘Fire and Rehire’ will also be subject to a more robust Code of Practice. 👉 Parental leave, sick pay and protection from unfair dismissal will be made available from the first day of employment, although, in respect of unfair dismissal, probationary periods for assessing new hires will still be allowed.  👉 Statutory Sick Pay will be strengthened by removing the lower earnings limit and the waiting period. 👉 Default Flexible Working for all workers unless it is not reasonably feasible. Enhanced protections for new mothers, making it unlawful to dismiss a woman who has had a baby for six months after her return to work, except in 'specific circumstances' which are yet to be defined. 👉 Simplifying the process of union recognition and strengthening the rights for trade unions to organise, represent and negotiate. The Labour Government has promised to introduce legislation on it's New Deal for Working People within the first 100 days of coming to office, but these are significant changes – especially in respect of day one unfair dismissal rights - and so it will take some time before legislation comes into effect. The government has committed to consulting with businesses on it's plans and there will be more to follow on this in the coming months... #employmentlaw #changinglandscape #stayuptodate

As part of the King's Speech this morning, the new government has confirmed what they are proposing to put in a new Employment Rights Bill, to be introduced in the coming months. In their briefing notes that accompanied the speech, they included the following changes: - Banning exploitative zero-hour contracts; - Ending ‘Fire and Rehire’ and ‘Fire and Replace’ by providing effective remedies and replacing the previous Government’s statutory code; - Making parental leave, sick pay and protection from unfair dismissal available from day 1 on the job for all workers, subject to probationary periods; - Strengthening Statutory Sick Pay by removing the lower earnings limit and 3 day waiting period; - Making flexible working the default from day-one for all workers, with employers required to accommodate this as far as is reasonable; - Strengthening protections for new mothers, making it unlawful to dismiss a woman who has had a baby for six months after her return to work, except in specific circumstances; - Establishing a new Single Enforcement Body, also known as a Fair Work Agency, to strengthen enforcement of workplace rights; - Establishing a Fair Pay Agreement in the adult social care sector; and - Updating trade union legislation, removing restrictions on trade union activity, simplifying the process of statutory recognition and introduce a regulated route to ensure workers and union members have a reasonable right to access a union within workplaces. The Employment Rights Bill, if it does all of the above (not guaranteed at this stage), will introduce a lot of what Labour said they would do before the election. There is no mention of the changes to the sexual harassment legislation that the previous government said would come into effect in the autumn. I expect this is the case because it is not new and not because it is now not going to happen. So many changes to #employmentlaw are afoot, which is bound to make #HRprofessionals very busy! Interesting times ahead! 🤔 🤔 🤔 If you require any advice on the upcoming changes let us know here at ViewHR

By Mid-October we are expecting the below changes to employment law. Which do you think will have the biggest impact for SME businesses and why? - Banning exploitative zero-hour contracts, meaning workers will have a right to a contract that reflects the number of hours they regularly work. Workers will also be entitled to reasonable notice of any changes in shifts, with proportionate compensation for any shifts cancelled or curtailed. - Making parental leave, sick pay and protection from unfair dismissal available from day one for all workers – though they have confirmed that employers can still operate probationary periods to assess new hires. - Strengthening of statutory sick pay (SSP), removing the lower earnings limit to make it available to all workers, as well as removing the three-day waiting period. - Make flexible working the default from day one for all workers, with employers expected to accommodate this as far as is reasonable. - Strengthened protections for new mothers, making it unlawful to dismiss a woman who has had a baby for six months after her return to work (this excludes specific circumstances). - Establishing a new single enforcement body, to be known as the Fair Work Agency, which will be tasked with strengthening the enforcement of workplace rights. - Updates to trade union legislation, removing restrictions applied by the previous government and simplifying the process of statutory recognition. - Ending ‘Fire and Rehire’ and ‘Fire and Replace’ practices through legislative reform. #HR #humanresources #employmentlaw

📣 Big Changes Ahead: The Employment Rights Bill! Attention all healthcare, social care, and care sector professionals! The UK Government has introduced the Employment Rights Bill, bringing substantial changes for employers and employees. These reforms, while still a couple of years away from implementation, promise to reshape the landscape of employment rights in our sectors. Let's dive into what's most relevant for us and how you can start preparing. 👥 This Bill introduces a statutory probation period and makes protection from unfair dismissal a day-one right, with exceptions during the probation period. Have a look at your probationary clauses and performance assessment processes to ensure you're ready for these changes. Also, keep in mind the new stipulations around dismissal and re-engagement: it will be automatically unfair to fire an employee for not agreeing to contract changes, with a narrow exception for financial distress situations. 🌸 The Bill also strengthens protections against harassment in the workplace, including by third parties. This is crucial for our sectors, where employees often interact with a wide range of individuals. Ensure robust policies and training are in place to prevent and address any form of harassment. Moreover, zero-hours contract workers are set to gain rights to a 'guaranteed hours' contract based on their usual hours, bringing more stability to our workforce. Lastly, the Bill touches on improving work-life balance by making flexible working the default option from day one of employment and enhancing protections for parental and sick leave. This aligns well with our sector's need for a dedicated and satisfied workforce. 🔍 As these changes won't come into force until at least autumn 2026, now is the perfect time to reassess your policies, undergo necessary training, and stay ahead. How are you preparing for these new regulations? Share your thoughts, or connect with me at lbuchan@hrcrecruitment.co.uk! #EmploymentRights #HealthcareRecruitment #FutureOfWork

As the UK gears up for the general election on 4th July, the spotlight turns to the transformative employment law proposals proposed by the Labour party. In the “New Deal for Working People,” Labour had suggested a comprehensive plan which could be poised to reshape the employment landscape for both employers and employees. Labour’s vision includes the introduction of an Employment Bill, apparently already in the drafting stages, which promises to initiate its legislative journey within the first 100 days of their potential administration. This bill is part of a broader suite of reforms that aim to enhance worker protections and modernise employment classifications. Key proposals include: ⚖️ Day 1 employment rights for unfair dismissal claims, a shift from the current two-year service requirement and highly likely to lead to an increase in employment litigation. ⚖️ A streamlined employment classification system, reducing categories to ‘workers’ and the self-employed only, away from the current three part framework we currently have which includes workers, self employed and employees ⚖️ Strengthened safeguards against sexual harassment in the workplace, placing greater responsibility on employers to protect their staff against harassment ⚖️Expanded flexible working rights and a re-evaluation of shared parental leave policies ⚖️An increase in statutory sick pay provisions. ⚖️Restrictions on the controversial “fire and re-hire” practice. ⚖️A prohibition on compulsory zero-hours contracts, coupled with new entitlements to regular hours contracts. ⚖️The revocation of recent anti-strike legislation and bolstered rights for trade unions to engage with workers on-site. ⚖️Mandatory reporting on ethnicity and disability pay gaps. ⚖️The potential introduction of a ‘right to disconnect’ from work, addressing the issue of work-life balance in the digital age. If enacted, these plans would see major change to the current employment law landscape with significant changes in favour of protecting employees. We wait with interest to see the key proposals of the other political parties as to their plans for UK employment law. #EmploymentLaw #Election2024 #SHMAlaw

👑 What employment law changes are coming out of the King’s speech? 🧐 Read Paul Burton, ViewHR Employment Solicitor’s summary here 🔴 #hr #employmentlaw #labour

🦋 the butterfly is proof that change can be beautiful 🦋 So from the King’s speech yesterday there are government plans to make changes for all those business owners that employ staff. Here are the highlights to start having a think about …. * Making parental leave, sick pay and protection from unfair dismissal available from day 1 (subject to special rules for probationary periods) 
 * Banning zero-hour contracts, making sure that workers have a right to a contract that reflects the hours they regularly work 
 * Ending ‘fire and rehire’ and ‘fire and replace’ by reforming the law and replacing the statutory code 
 * Removing the lower earnings limit and waiting period for Statutory Sick pay 
 * Making flexible working the default for all workers from day one and requiring employers to accommodate this as far as is reasonable 
 * Making it unlawful to dismiss a woman who has had a baby for six months after she comes back to work (with certain exceptions) 
 * Creating the Fair Work Agency to enforce workplace rights 
 * Introducing a Fair Pay Agreement in the adult social care sector 
 * Repealing the law on minimum service levels in relation to industrial action 
 * Simplifying the process of statutory recognition for trade unions 
 * Introducing a right for workers and union members to access a union within workplaces 🤔 so how does this effect you? #employmentlaw #employeerights #hr #handbook #policiesandprocedures Blain Boland & Co real5 Networking Jill Shields

1️⃣ Fair Treatment: Employees have the right to fair and equal treatment in the workplace, free from discrimination or harassment based on factors like race, gender, religion, or disability. 2️⃣ Safe Working Conditions: Every employee is entitled to a safe and healthy work environment. Employers must adhere to health and safety regulations to ensure the well-being of their workers. 3️⃣ Collective Bargaining: Employees have the right to engage in collective bargaining through unions or other representative bodies to negotiate terms and conditions of employment. 4️⃣ Minimum Wage and Benefits: Employers must comply with minimum wage laws and provide employees with mandated benefits such as vacation pay, sick leave, and maternity/paternity leave. 5️⃣ Freedom of Association: Employees have the right to join or form trade unions and participate in union activities without fear of retaliation from employers. 6️⃣ Protection Against Unfair Dismissal: Employees are protected from unfair dismissal or termination without just cause. Employers must follow proper procedures and provide valid reasons for termination. 7️⃣ Legal Representation: Employees have the right to seek legal representation and assistance in industrial relations matters, including disputes with employers or disciplinary proceedings. Remember, knowing your rights is the first step to ensuring fair treatment in the workplace. If you believe your rights have been violated, don't hesitate to seek advice and take appropriate action. #EmployeeRights #IndustrialRelations #KnowYourRights"

The California Equal Pay Act prohibits employers from paying employees at a wage rate less than what they pay to employees of a different sex, race, or ethnicity for substantially similar work. This means that if two employees are performing comparable duties, their pay should reflect that parity, regardless of their gender, race, or ethnicity. The act considers various factors such as skill, effort, responsibility, and working conditions in determining the fairness of wages. Workers in California are also safeguarded by the Fair Employment and Housing Act (FEHA), which broadens the scope of protection against discrimination, harassment, and retaliation in employment. Under FEHA, intentional pay discrepancies based on protected characteristics are prohibited, even if unintentional policies or procedures lead to such disparities. Workers have the right to file lawsuits under the Equal Pay Act or FEHA. For Equal Pay Act violations, a private lawsuit can be initiated within two years (or three for willful violations), without the need to file a complaint with the relevant agencies first. However, FEHA lawsuits require prior complaint filing with the Civil Rights Department. The California Equal Pay Act stands as a beacon of hope for workers, promising fair treatment and just compensation irrespective of gender, race, or ethnicity. By understanding their rights and avenues for redress, workers can stand up against discrimination and pave the way for a more equitable future in the workplace.