As promised, we have set out below some further details on the King’s Speech, and what it contains for Employment Law. It is much as expected, and as previously set out in our article here.
The briefing note for the speech – which run to some 104 pages – set out further details of what can be expected in Employment Law. For those who really want to read the note in full, this can be found here, with the Employment aspects at pages 21 – 23. For those who prefer a shorter summary, read on….
The briefing note lists the changes which can be expected under an upcoming Employment Bill. These are as follows:
- Ending ‘one sided’ flexibility, by banning ‘exploitative’ zero-hour contracts, with a right to a contract that reflects the number of hours which are regularly worked and ensuring reasonable notice of any changes in shift.
- Ending ‘Fire and Rehire’ and ‘Fire and Replace’, including replacing the current statutory code.
- Making parental leave, sick pay and protection from unfair dismissal available from day one for all workers – note that probationary periods will be allowed, but how this will operate is not yet clear.
- Removing the lower earnings limit and waiting days for SSP.
- Making flexible working the default from day-one for all workers.
- Strengthening protections for new mothers by making it unlawful to dismiss a woman who has had a baby for six months after her return to work, except in specific circumstances.
- Establishing a new Single Enforcement Body – the Fair Work Agency – to strengthen enforcement of workplace rights.
- Establishing a Fair Pay Agreement, first in the adult social care sector with a review for other sectors in due course.
- Reinstating the School Support Staff Negotiating Body, to establish national terms and conditions, career progression routes, and fair pay rates.
- Updating trade union legislation, removing restrictions on trade union activity – including minimum service levels.
- Simplifying the process of statutory recognition and introducing a regulated route to access a union within workplaces.
We will of course keep you updated as the proposed changes progress through Parliament. For any queries, please contact Gemma Sherbourne on gemma.sherbourne@tyrlaw.co.uk
