Employment law will change whichever party wins the election later this week.
Head of the employment law team at Wake Smith Solicitors Mark Serby reviews the three main political parties’ manifestos with regards to employment rights.
See what pledges the Conservatives, Labour and Liberal Democrats are making and how this may affect you.
Conservative Party
Theresa May’s Article 50 letter to the European Union explained that workers’ rights will be not only unaltered but will also be built on.
They pledge:
- To extend the gender pay gap reporting to ethnicity pay gap reporting.
- To implement the Taylor Report on the Gig economy – see our other enewsletter article.
- Unpaid leave for training purposes.
- Child bereavement leave.
- Statutory right for family carers to take long term leave whilst preserving their employment
- Equality Act, to protect those with fluctuating or intermittent mental health conditions such as depression, anxiety or bipolarity.
Labour Party
There is a strong retrospective feel to the plans, including:
- A Ministry of Labour to be given resources to enforce all workers’ rights and in charge of
- Equal rights from day one, including the right not to be unfairly dismissed.
- Outlawing of zero hours contracts.
- Abolition of Tribunal fees.
- The time period for applying for maternity discrimination will be extended to six months.
Liberal Democrats
The most notable feature is that it makes available a route to remain in the EU with a second referendum. So, for now, there will be a preservation of the status quo for employment law.
Beyond that, there are a number of “soft” employment proposals including:
- The creation of a “good employer” Kitemark.
- Large employers required to publish the number of people paid under the living wage, as well as the ratio between the top and medium pay.
- The use of name-blind recruitment processes extended in the public sector and encouraged in the private sector.
- An aspiration that 40% of board members in FTSE 350 companies are women.
- Larger employers will be required to monitor and publish data on gender, ethnicity, LGBT employment levels and pay gaps.
- Abolition of Tribunal fees.
Whatever the result of the election the next few months are likely to see some significant changes in respect of employment rights and the obligations of employers.
Wake Smith will keep you up to date with any changes that are planned, and offer the advice you need to negotiate the minefield of employment, whoever takes the agenda forward after 8th June.
For employment advice call Mark Serby on 0114 266 6660 or at [email protected]
