Getting this wrong could lead to increased damaging and time consuming employment tribunals, with average costs for unfair dismissal of £11,914. Protect your business today.
Labour plans to strengthen the existing rights and protection for employees, including pregnant workers, whistle-blowers, workers who have been made redundant, workers subject to TUPE processes, and for workers who are making grievances. This will mean that employers have to update their internal documentation and policies to reflect this right.
Another promise is that they want to remove the qualifying period for employees and workers to receive basic rights, such as unfair dismissal, sick pay, and parental leave. Meaning this will be available from day one. There will be flexibility to dismiss employees using the probation period.
Employers should now implement a written policy that outlines the allocation of qualifying tips, and how the business will distribute them.Employers should also keep records of how the tips are allocated, the new law states that employees can request the information about the tipping records every three months.
Labour has promised that flexible working will become a default day one right for all workers, except for situations where it's not reasonably feasible.
As with the day one rights, Labour have promised to make Parental leave a day one right and introduce the right to bereavement leave. This will mean that it can be unlawful to dismiss a pregnant employee for six months after returning from maternity leave (except under specific circumstances)
Labour have promised to review the implementation of Carer’s leave and investigate the benefits of introducing paid carer’s leave.
The ban of ‘one-sided’ flexibility, will give employees the right to a regular contract that reflects the hours they’ve worked, and be compensated for canceled shifts.
Employers that have over 250 employees will be required by law to produce a Menopause Action Plan. This will mean that employers will have to implement a plan to help support employees who are going through the menopause. Employers with less employees, will be provided with guidance on what types of measures they should be implementing.
Labour have committed to reviewing health and safety legislation to make it fit for now and the future, including raising the awareness of neurodiversity in the workplace and the provision for stress and mental health.
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