The Kings Speech - the new Government’s proposals

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Further to my earlier article, in the recent King's Speech, we see a little more of the detail of the new Government’s proposals for reforming employment law within its first 100 days of office, in the form of the new Employment Rights Bill. The primary focus is on enhancing workers' rights and protections. Key legislative initiatives include:


New Employment Rights Bill

This bill aims to introduce the first of the promised reforms to employment laws. Key measures expected in the bill are:

  • Ban on Zero-Hours Contracts: The government plans to eliminate zero-hours contracts, or at least provide workers the option to choose more stable contracts. 
  • Parental leave, sick pay, and protection from unfair dismissal: This will be a day 1 right for all workers
  • Flexible working: Will be the default from day 1, the terms of which employers must accommodate so far as is reasonable
  • Strengthening Trade Unions: There will be provisions to enhance the power and influence of trade unions.
  • New mothers: may not be dismissed in the six-month period after return from maternity leave, expect in specific circumstances
  • Ending Fire and Rehire or Fire and Replace Practices: The practice of firing employees only to rehire them under less favorable conditions will be prohibited. The previous government’s draft ACAS statutory Code of Practice will be replaced


In addition, The Government has promised to deliver a Genuine Living Wage having regard to the cost of living and will remove discriminatory age bands.


These proposals are part of a broader strategy to improve workers' rights, ensure fair wages, and provide greater job security. Note the government aims to introduce legislation within the first 100 days of taking office, reflecting its commitment to swift action on employment law reform​ (Labour’s Plans for Employment law Reform). Whilst the Employment Rights Bill could satisfy this promise and satisfies an introduction, the Bill will still have to make its way through Parliament before it is passed and comes into force (Legislative Process). Further, part of the Employment Rights Bill may contain a power for the Government to introduce statutory instruments to make the changes (which require further readings in Parliament (Legislative Process)), and may not make the changes directly. 

Our expert employment law solicitors all have many years’ experience advising individuals who are in your position. We will be able to guide you through the process and to help you secure the best possible outcome.


We offer a range of services, so please contact our friendly customer services team to discuss further via hello@kilgannonlaw.co.uk or 0800 915 7777.



Disclaimer 

The above provides a general overview of areas in employment law and is not intended nor construed as providing specific legal advice.


This article is for information purposes only and is correct at the time of publication. It does not constitute legal advice.

16.07.24

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