The King’s Speech and Labour’s ‘Deal for Working People’

Employment law was a key focus for Labour’s 2024 election campaign, with no fewer than 60 changes proposed – many of them substantial. Now that Labour is in power, what changes can we expect and, following 14 years of Conservative rule, could this spell the biggest shake up of workers’ rights and practices in decades?

Labour's proposed changes to employment rights and practices

The King’s Speech was light on the specifics of the government’s plans simply stating that it would ban exploitative practices and enhance employment rights. However, the Prime Minister’s briefing notes give further details including of the proposed Employment Rights Bill and:

• Banning zero-hours contracts – giving employees a contract that reflects the hours they work.
• Making parental leave a right from day one.
• Removing the lower earnings limit and three day waiting period for statutory sick pay.
• Removing the two-year qualifying period for unfair dismissals (subject to special rules for probationary periods).
• Ending ‘fire and rehire/replace’ by reforming the law and replacing the statutory code.
• Making flexible working the default for all workers and requiring employers to accommodate flexible working as far as is reasonable.
• Making it unlawful to dismiss a woman who has had a baby during the six months after their return to work (with exceptions).
• Creating the Fair Work Agency to enforce workplace rights.
• Introducing a Fair Pay agreement in the adult social care sector.
• Changes to the current legislation on industrial action and trade union involvement in the workplace.

Separately, a draft Equality (Race and Disability) Bill will extend the right to make equal pay claims under the Equality Act (2010) to ethnic minority workers and disabled people and require employers to report on these pay gaps.

How can we help?

The points raised in the King’s Speech only give a very brief overview of the many changes the new government wants to make, and we will need to wait for the legislation itself to be sure what will be included.

Employers will have many questions about the possible changes and the answers to many of these will be unclear until the government begins the legislative process. However, in the meantime we are here if you wish to discuss the possible impacts on your business and how we can help.

Contact James Austin on 01423 851 138 or at ku.oc1780314187.fcl@1780314187nitsu1780314187a.sem1780314187aj1780314187, or Brendan Bah on 0113 244 0876 or at ku.oc1780314187.fcl@1780314187habb1780314187