What could the Labour win mean for HR and Employers?
Labour’s proposed employment law changes could mean big changes for employers, especially small businesses.
Whilst these changes may take time to implement, it’s a good idea to get prepared now and be ready if they become a reality.
What was in the Labour manifesto?
👉Deliver a ‘genuine living wage’ increasing the current minimum wage.
👉 An end to ‘one sided flexibility’ - giving all workers basic employment rights from day one
👉 A ban on zero hours contracts
👉 Protection against ‘fire & rehire’ practices
👉 Increasing the time limit within which employees can bring a tribunal claim to six months
👉 Introducing a ‘single worker status’
👉 The need for collective consultation will be triggered more easily with substantial consequences for those who fail to meet the requirements
👉 The ‘Right to Switch Off’ - extending to all forms of communication, not just emails.
👉 Family Friendly policies - Parental leave will become a day one right, bereavement leave and more protections against dismissal for pregnant and returning employees.
👉 Menopause action plans for employers with over 250 employees
👉 Increased protection against harassment and more requirements on employers to create safe working environments.
Whilst these changes may take time to implement, it’s a good idea to get prepared now and be ready if they become a reality.
What can employers do now to get prepared following the Labour win?
✔Review people resourcing and budgets and prepare for future wage increases
✔Determine the extent to which zero hours contracts are used in your business
✔Revise any upcoming restructuring or consultation plans and the need to consult.
✔Train your managers and employees avoiding harassment and creating safe workplaces.
✔Create robust recruitment and onboarding practices to set people up for success and avoid complex issues and claims.
✔Creating inclusive workplaces and good working practices to avoid claims.
✔Pick up on employee issues early and try to resolve them informally and fairly.
✔Review working practices and whether people are regularly working or communicating out of hours’. If so, there may be resourcing impacts if the ‘Right to Switch Off’ is introduced.
✔Get your Menopause Action Plan in place now, whether it’s a requirement or not, it’s a great way to support the women in your teams.
How can I help?
⭐Manager workshops and training to support safe, inclusive workplaces
⭐Recruit and Retain Action plans - get the best people in place and set up for success
⭐Designing Menopause Action Plans that suit your ways of working
⭐Creating an Organisational Design Action plan to review your current teams and planning your future people resourcing.
⭐Trouble-shooting people issues - investigations, mediation, workplace counselling and manager coaching to encourage resolution and avoid formal processes.
⭐ Get your policies up to date and refreshed.
⭐Expert support on consultations and change management processes
Lisa Thompson is the owner of Mountain HR, an independent HR, Training, and Coaching Consultancy. Creating safe and inclusive workspaces through HR initiatives is her passion, with a particular focus on raising awareness around mental health and supporting women at all stages of their careers.
Lisa Thompson is the owner of Mountain HR, an independent HR, Training, and Coaching Consultancy. Creating safe and inclusive workspaces through HR initiatives is her passion, with a particular focus on raising awareness around mental health and supporting women at all stages of their careers.
