Matthew Wildish’s Post

With a general election set for election for July 4th, all eyes are on the Labour Party and their proposed changes to enhance workers' rights. While we wait for the full manifesto to come out, here’s a rundown of what Keir Starmer has put forward: - Abolishing zero-hour contracts - Increases to the National Minimum Wage and Statutory Sick Pay - Ensuring fair pay for gig workers - Banning ‘Fire and Rehire’ practices - Improvements to parental leave - Tackling discrimination and promoting equality Some of Labour's key proposals include day-one rights for unfair dismissal claims and a move to modernise trade union laws. While these will do more to protect employees, businesses will need to prepare for and respond to these significant changes to employment law. 👀 Employment lawyers across the UK will no doubt be watching this election closely, prepared to adapt and guide their clients through these new pieces of legislation. What are you doing to prepare for this election? Tell us in the comments.  #EmploymentLaw #GeneralElection2024 #WorkersRights #ConstantineLaw

📅📊 The UK general election is on 4 July 2024. With manifestos imminent, preparing for potential changes in employment law is crucial. Here's a snapshot of the major parties' stances: 🔴 Labour aims for comprehensive reform in the first 100 days, including introducing day-one rights like protections against unfair dismissal, banning zero-hours contracts (with exceptions), enhancing sick pay, tackling "fire and re-hire," repealing anti-strike laws, and expanding flexible working rights. 🔵 Conversely, the Conservative Party's stance appears to lean towards deregulation, potentially reintroducing employment tribunal fees and capping non-compete clauses. Their manifesto is still awaited. 🟠 The Liberal Democrats have yet to publish their manifesto, but they have historically committed to ensuring immediate parental leave and pay rights for all workers, including the self-employed. Need help navigating these changes? Get expert support from EAB and stay safe from risks. Contact our expert for a free consultation here: ➡️ https://buff.ly/3PCgfmq. 📞👥 #GeneralElection2024 #EmploymentLaw #BusinessPreparedness #HRSupport #UKPolitics

Well we waited 100 days…. And the government finally published updates to the forthcoming employment law reforms.📖 The good news?🤔 As changes are unlikely to come into force until 2026 businesses have time to prepare, but there’s a lot to take in: 🌿Day 1 Employment Rights - removing the 2 year qualifying period for unfair dismissal claims. The Bill indicates a cap of 9 months for probation periods.  🌿Statutory Sick Pay payable from day 1, including for lower-paid employees. 🌿Tightened Zero Hours contracts - likely to require guaranteed hours and advance notice. 🌿Parental & Paternity leave from day 1 of employment. 🌿Flexible Working a default entitlement from day 1 - as is already the case. 🌿Further protection against redundancy. 🌿Increased protection for expectant & new mothers. 🌿Boosted Union rights. 👩I’m here to help you get prepared for the changes!  I can support a review of your policies, procedures, enhance your onboarding processes, and ensure you and your teams are ready for these changes. 🤝Drop me a DM to see how I can help you prepare and give you peace of mind that it's all in hand. #EmploymentRights #SupportSmallBusiness #HRConsultant

On 10 October 2024, the UK Government introduced the Employment Rights Bill to Parliament, proposing 28 major reforms to reshape the workplace. These reforms will enhance employee rights, job security, and protections against unfair dismissal and “fire and rehire” practices. The majority of the reforms are expected to come into effect by 2026. Additionally, the Government’s ‘Next Steps to Make Work Pay’ policy paper outlines further proposals for improving employment conditions. Read our full breakdown here 👉 https://lnkd.in/ev86knwR #EmploymentLaw #LegalUpdate 

Good Morning from PHR HQ. ☕️🌅 As I sip coffee from my favourite mug, I’m just contemplating what this week holds. As we know there are imminent employment law changes on the horizon. The first of which we know will come into force on 26th October - Worker Protection (Amendment of the Equality Act 2010) which places a duty on employers to prevent sexual harrasment of thier workers. (More on that in an additional post) We anticipate that key changes include: Employment Rights Bill: = Day 1 Unfair Dismissal Rights = Banning Exploitative Zero-Hours Contracts = Flexible Working by Default = Day 1 entitlement to Parental leave/SSP = Fire and Re-Hire Restrictions = Enhanced Union Rights to name a few. Minimum Wage increases are almost guaranteed, so it's worth thinking ahead with a contingency for that. Hold on tight 🎢 In the meantime, rest and recharge. Happy Sunday! #humanresources #employment #hrconsultancy #bigchanges #Labour #employmentlaw

🫡 NEW LABOUR LAWS THAT WILL AFFECT YOUR BUSINESS 🫡 As the new Labour government set out its first package of proposed laws, Workers' Rights have had an update... 👷🏼♀️ WORKERS' RIGHTS 👷🏼♀️ An Employment Rights Bill will ban companies imposing zero-hour contracts, outlaw fire and rehire tactics and strengthen workers' rights by providing parental leave, sick pay and protection from unfair dismissal to all workers. The bill will also make it unlawful to sack a woman who has had a baby for six months after her return to work, except in specific circumstances, and make flexible working the default when people start jobs. Drop me a DM if you want to know more about how these laws will affect your People Strategy. 💌 #EmploymentRightsBill #peopleandcultureconsultant

In our second weekly pre-UK election guide, Mark Kaye and David von Hagen unpack The Labour Party’s pledge to simplify UK law on employment status, which will merge the UK’s two-tier system of workers and employees into a single category of ‘worker’ for everyone except the genuinely self-employed.   This proposal represents a major change to UK legislation and will require extensive consultation. Workers may gain the same full employment rights as employees, and the ripple effects could range from an increase in statutory claims to a tightening in checks on whether individuals are genuinely self-employed. We may even have to hesitate using the word ‘employee’ if the proposals are carried through in their current form.   To read Mark and David’s insights in full, click the link below: https://lnkd.in/e3ahWqfk   #EmploymentLaw #UKElection #LabourManifesto #EmploymentStatus

After the UK general election on 4 July 2024, there were key employment law proposals from the Labour Party: 👉End fire and rehire practices. This means employers will have less flexibility when changing the terms of employment contracts. 👉Statutory sick pay is to be paid to all workers from day one. 👉Introduce a Single Enforcement Body, which will make it easier for employees to enforce their rights. 👉Reviewing parental leave and making it a day-one right. To read more, check out the article below: https://heyor.ca/gaCwQA #EmploymentLaw #LabourReforms

As promised by the new labour government, the Employment Rights Bill was published today and presented the biggest changes to employment law in a generation. ⚖️ For a breakdown of the biggest changes, see below: 👉 Day one right to protection from unfair dismissal 👉 A crack down on Zero Hour contracts 👉 Workers have the right to have a contract which reflects the number of hours worked over an average period 👉 Duty for employers to protect workers from third party sexual harassment coming into force on the 26th October 2024 👉 Fair allocation of tips between employees and failure to do can now be construed as discrimination 👉 Statutory Sick Pay is now payable from the first day of sickness 👉 New day one rights for employees such as Paternity, Parental and Bereavement leave At Buxton Coates, we pride ourselves in helping our clients adapt and ensure they are ready for any and all changes in legislation. 🌟 For more information check out our new blog: https://lnkd.in/eVVYUGF3 #employmentrightsbill2024 #newbill #employmentlaw #labour #buxtoncoates

🔈 🔉 🔊 WHAT YOU NEED TO KNOW HAPPENED IN EMPLOYMENT LAW LAST WEEK .... 👉 Major changes in employment law came ARE IN!!! Read the link for more info. 👉 A case on sex discrimination – Jones v London Underground C is a trains operator. In 2013, C had a child and as a result made applications for flexible working. She requested to not work on Saturdays, alternate Sunday, and to work between the hours of 7am and 9pm, in order to look after her child. C's application was refused, but a local temporary arrangement was put in place for C which temporarily met her needs. In a meeting, C was informed that the local arrangement would terminate. The Respondent required train operators to work on Saturdays and they wanted to avoid a large number of employees requesting alternate hours. She decided to appeal the decision and then completed a formal flexible working agreement. She made claims of direct discrimination, indirect discrimination and victimisation to the ET in regards to how this had been dealt with. The ET dismissed the claim, holding that he dismissal did not amount to direct sex discrimination or indirect sex discrimination, there was no evidence to show that that a "hypothetical male" would have been treated any differently. The reason for the refusal was not because of sex. The claim of victimisation also failed, but C was awarded with compensation due to the failure of the London Underground to act reasonably in dealing with her request. 👉 A case on religious discrimination and unfair dismissal – Listen v New College Swindon C was a teacher at New College Swindon. He was dismissed for gross misconduct as a result of refusing to refer to a transgender student by their preferred male name and pronouns. The Student had requested C to refer to them by a different name. C felt unable to do so, and instead began gesturing and pointing at the student instead of using their requested name or pronoun. As a result of these actions, a complaint was made by another student. A disciplinary process was initiated, which resulted in C's dismissal. He was also barred from the DBS. C brought a claim for unfair dismissal and discrimination on the grounds of religion or belief. The ET dismissed the claim, holding that: The dismissal did not amount to an act of discrimination. It had been justified to dismiss C given his indication that his behaviour would not have changed going forward. The Respondent had no option left other than to dismiss C in order to avoid the risk of further acts of discrimination.   👉Ban of NDA'S to prevent reporting a crime The Government are going to ban the use of NDAs which prevent workers reporting a crime, such as sexual harassment at work. Legislation is going to be introduced to clarify this position, but as of yet there is no idea of when this legislation will come into effect. This will mean that individuals can speak to the police, without being concerned about breaching any NDA. #HR #employmentlaw