There are many employment law updates coming into force in October, following the Labour government’s intended introduction of their ‘New Deal for Working People’.
Their new legislation, targeted for October 10th, will significantly improve conditions in employees’ favour.
Businesses and employers will need to understand and keep up with the new proposals and align their policies and procedures accordingly.
Proposed Employment Law Updates
Right to Switch Off
Ministers are considering a new initiative that will give employees the ‘right to disconnect’.
If implemented, this would prevent employers from contacting employees outside of normal working hours. It would also include potential legal consequences if these boundaries are breached.
The aim is to protect workers and prevent their homes from becoming extensions of their offices. The goal is to keep employees motivated and productive while tackling the growing trend of employees feeling the need to be visibly present at work, even when unwell or less productive.
Labour plans to follow models already adopted in Ireland and Belgium to encourage constructive conversations on workplace policies that benefit everyone.
The End of Zero-Hour Contracts
Labour is set to overhaul ‘zero-hour’ contracts. Contracts will need to accurately reflect the typical working hours and ensure that all employment positions provide a basic level of security and predictability.
Flexible Work Arrangements
Flexible working is set to become the default from the start of employment, with employers required to establish flexible arrangements as a standard practice. These changes are part of broader employment law updates, ensuring workers have more control over their working patterns and promoting a better work-life balance.
Day One Rights
The new employment law updates will introduce key protections such as safeguarding against unfair dismissal, parental leave, and sick pay from the very first day of employment. These changes are designed to encourage greater job mobility and workplace standards.
While some businesses may need to adjust to these ‘day one’ employment rights, they will not be applied retroactively. These updates aim to create a more secure and transparent working environment for all employees.
Key aspects of the employment law updates include:
- Establishing a mandatory probation period to assess new hires effectively.
- Ensuring detailed performance evaluations with clear goals, supported by proper documentation like emails, letters, or HR notes.
- Providing well-defined job descriptions to eliminate ambiguity around roles.
Pay Gap Reporting
The new employment law updates will require businesses with over 250 employees to report on ethnicity and disability pay gaps. Additionally, larger companies must publish and implement strategies to address existing gender pay gaps, ensuring progress toward greater pay equity across all demographics.
How Will the New Employment Law Updates Affect Your Business and Recruitment
With the introduction of new employment law updates, businesses will need to review and possibly adjust their recruitment and employee management strategies. For recruitment, this means ensuring that the roles you fill comply with the upcoming legislation, particularly regarding contracts and worker rights.
As employment rights now apply from ‘day one,’ screening and evaluation processes during recruitment should be thorough, as the traditional two-year threshold for claims like unfair dismissal will no longer apply. This shift makes it more important than ever for businesses to select the right candidates from the outset, reducing the risk of early legal challenges, with support from recruitment consultants like us.
We have established a thorough process to ensure that the candidates we recommend not only align with your company culture but are also strategically positioned to support your business goals and objectives.
At Inclusive Consulting, we stay ahead of these updates and provide valuable guidance to help clients navigate the ever-changing employment landscape.
For a free and confidential discussion about our recruitment processes and services, contact a member of our team today
Please note, Inclusive Consulting is not a legal body, and the information contained above should not be relied on as legal advice. For full legal advice or guidance in relation to Employment Law updates, or any Employment Law matter, you must seek independent legal advice from an Employment Law specialist.
