Posted by Cathryn Edmondson on 19 July 2024
Employment rights confirmed as a Labour priority in King’s speech
The hive of activity we’ve seen since the outcome of the general election stepped up a gear this week with the opening of parliament and the King’s speech outlining Labours priorities for the next 12-18 months. The speech included 40 bills, the highest number since 2005 (also under a Labour government) and perhaps reinforces Kier Starmer’s commitment to get things done. Whilst not all bills outlined in the King’s speech may make it into law, it did confirm Labours commitment to improved employment rights and greater equality.
Included in the speech was an Employment Rights Bill, where the King read “My Government is committed to making work pay and will legislate to introduce a new deal for working people to ban exploitative practices and enhance employment rights”. Based on Labours manifesto this is likely to include:
- The banning of zero hour contracts – including compensation for employees if shifts are cancelled or reduced without reasonable notice and the right to a contract that reflects the hours typically worked
- The end of fire and re-hire practices – this will likely include collective and individual scenario’s
- Strengthening of sick pay – extending eligibility to all workers including those below the earnings limit and removal of the current three day waiting period
- Day one rights to parental leave, sick pay and protection from unfair dismissal
- Protection for new mothers – it is likely that it will become unlawful to fire a woman within six months of the end of her maternity leave
What is perhaps less clear is whether Labour will follow through with their proposed changes to minimum wage, as outlined in their manifesto. Arguably this could fall under “enhance employment rights” but we will need to wait to understand the specifics.
Included in the King’s speech was also a commitment to a draft Equality Bill to enshrine in law the right to equal pay for ethnic minorities and people with disabilities. Whether this includes introducing ethnicity and disability pay gap reporting or enhancing the current gender pay gap reporting to force large business to publish action plans also remains to be seen.
