With the General Election of 2024 now concluded, the new Labour Government is set to implement over 60 employment initiatives, as outlined in their manifesto. These changes are slated to pass through Parliament and become law by 25th October 2024, if not sooner. This article will explore how these updates will positively impact you, whether you are a manager or an employee.
Changes to Unfair Dismissal Claims
One of the most significant changes is in the realm of Unfair Dismissal Claims. Previously, employees had to pay to file these claims and adhere to strict time limits. Under the new regulations, you can now claim from day one, aligning with the new rules for sick pay and parental leave. The time frame to submit a claim has also been extended from three months to six months.
For Managers: It is crucial to establish a robust probationary period to evaluate strengths, challenges, and the overall fit for the role. Using SMART (Specific, Measurable, Achievable, Relevant, and Timely) goals can be very effective here.
For Employees: Businesses must provide solid reasons for termination, ensuring that you are not dismissed without cause. Make sure your probationary period is thorough and request one if it isn’t part of your onboarding process.
Bereavement Leave and Parental or Carer's Leave
Ensure your company handbooks are updated with the new initiatives around Bereavement Leave and Parental or Carer’s Leave. HR/People teams should be proactive in making these updates before hiring new staff.
The Right to Disconnect
The Right to Disconnect, already popular in France, is another exciting initiative. This gives employees the right not to be disturbed by work outside of their working hours.
For Managers: If you’re used to sending emails outside working hours, consider using the “delayed send” function. This schedules emails to be sent during official working hours, respecting employees’ personal time.
For Employees: You are entitled to live your life without work interruptions outside your working hours. However, if you prefer accessing work emails before office hours, discuss this with your boss. The right to disconnect should be balanced with individual work preferences.
Contracts for Freelancers
Freelancers will now be entitled to a contract upon commencement. While the specific requirements are still being clarified, it’s good practice for managers to start issuing third-party contracts. For freelancers, requesting a contract can provide clarity and security in your engagements.
Flexible Working and Wage Reforms
Flexible working remains a “Right to Request” rather than a guaranteed offer. The National Minimum Wage will unify to a single rate, with a focus on the care sector. Large organisations (over 250 employees) will need to report on Ethnicity and Disability Gaps, in addition to the Gender Pay Gap.
For Managers: Awareness of these statistics within your team is essential.
For Employees: If you fall into these categories, ensure your employer is addressing any disparities.
Ensuring a Harassment-Free Workplace
Businesses will be responsible for ensuring a workplace free of harassment for all workers, including third parties and freelancers.
The Menopause Action Plan
Large businesses will be required to implement a Menopause Action Plan. This includes tracking paid time off for menopausal symptoms and potentially offering policies like paid time off, uniform alterations, and temperature-controlled areas.
From my perspective: It’s encouraging to see businesses recognising the impact of menopause. Workers experiencing menopause are likely more committed to organisations that treat them fairly. While the specifics are still pending, it's essential for companies to integrate menopause considerations into their broader health policies.
Embrace the Change
As the workforce evolves, understanding these new laws is crucial for both Managers and Employees. If you’re considering reskilling or changing careers, these initiatives could directly impact your future roles and responsibilities. For personalised guidance on navigating these changes and planning your next career move, consider reaching out for coaching services. This could be the perfect time to embark on your next big adventure.
For further reading, the BBC has covered the political aspects of these changes in detail here, and the CIPD has published an insightful leaflet on the Menopause Action Plan here.
#WorkplaceRevolution #FlexibleWorking #EqualOpportunities #MenopauseSupport #FutureOfWork #PauseAndEmpower
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