The UK general election is over and there is a new government in town, and they have proposed significant changes to look out for regarding employment law. Their comprehensive agenda aims to simplify employment status, extend worker rights, ban zero-hour contracts, and bolster protections against redundancy and unfair dismissal.

Here’s a closer look at the government’s proposed reforms and what they mean for workers and businesses.

Currently, the UK recognises three categories of employment: employee, worker, and self-employed. This classification has often led to confusion and inconsistency in rights and protections.

The government plans to simplify this by reducing the categories to just two: workers and self-employed. This change aims to streamline the employment framework and ensure that more people fall under a single, comprehensive category.

By eliminating the ’employee’ classification, the government intends to remove the ambiguities that often arise in determining employment status and ensure that everyone classified as a ‘worker’ receives equal rights and protections.

One of the government’s cornerstone pledges is to provide all workers with the same rights and protections currently enjoyed by employees. This includes:

1. Sick pay: workers will now be entitled to statutory sick pay, ensuring they are not financially disadvantaged when ill.
2. Holiday pay: every worker will receive paid annual leave, promoting better work-life balance and well-being.
3. Parental leave: workers will have the right to parental leave from day one of employment, removing the current one-year qualifying period.
4. Protection against unfair dismissal: Labour plans to allow workers to bring unfair dismissal claims from the first day of employment, eliminating the existing two-year qualifying period.

These proposed changes represent a significant shift towards greater fairness and equality in the workplace, ensuring that all workers have access to fundamental rights and protections.

The government has committed to banning zero-hour contracts, a move that could transform the landscape for many workers currently trapped in insecure employment. Zero-hour contracts often leave workers without guaranteed hours or income, contributing to financial instability and insecurity. By banning these contracts, the government seeks to promote more stable and predictable employment relationships.

Under current regulations, statutory sick pay is limited by a lower earnings threshold and a three-day waiting period before payments begin.

The government plans to remove these restrictions, increasing the amount of statutory sick pay and making it accessible from the first day of sickness. This change will provide immediate financial support to workers when they are unwell, reducing the pressure to work while sick.

The government intends to strengthen protections for workers facing redundancy and those affected by TUPE (Transfer of Undertakings Protection of Employment) processes.

The proposed changes include:

1. Collective consultation on redundancies: Introduce an obligation for businesses to collectively consult on large-scale redundancies across the entire organisation, rather than just individual workplaces or local units. This change aims to ensure that workers have a voice in the decision-making process and can negotiate better outcomes during redundancies.
2. Enhanced TUPE protections: Bolster the rights of workers affected by TUPE, ensuring they are better protected when their employment is transferred to a new employer. This includes safeguarding terms and conditions and providing more robust mechanisms for consultation and negotiation.

While these proposed changes represent significant improvements for workers, they also pose challenges for businesses. As and when the proposed changes come into force, companies will need to adapt to new regulations and ensure compliance with enhanced worker rights and protections. This may involve revising contracts, updating policies, and investing in training and support for managers and HR professionals.

The government’s ambitious plans for employment law reform signal a transformative shift towards greater equality, fairness, and protection for workers across the UK. By simplifying employment status, extending rights to all workers, banning zero-hour contracts, and enhancing redundancy and TUPE protections, they aim to create a more inclusive and supportive employment landscape. While businesses will need to navigate these changes, the long-term benefits of a more secure and motivated workforce are expected to outweigh the challenges.