HR News Roundup: Election special

Following the UK general election on 4^th July and the appointment of a new Labour government, we’ve collated the major HR news updates you need to know. Most media outlets are suggesting the first 100 days of government will be the blueprint of what’s to come over Labour’s five-year term.  

Some of the most widely anticipated changes include:

• More family-friendly policies including parental leave, carer’s leave and protection for pregnant workers.

• Strengthening of existing worker rights such as sick pay and protection from unfair dismissal from the first day of employment.

• Increase in the National Minimum Wage to help with the rising cost of living.

• Focus on flexible working and ending fire and rehire.

• Greater emphasis on mental health and wellbeing to support workers and help people back into work.

Our best advice is to stay informed and be proactive in anticipating and planning for possible changes so that you’re in a position to respond quickly. At P3, we will continue to share practical information, plus updates and links to useful resources to help you through these changes. Our expert team of HR consultants are also on hand to discuss any challenges so please get in touch.

If you aren’t familiar with Labour’s New Deal for Working People, announced earlier this year, take a look here. This will form the foundation of future legislation.

What does Labour’s landslide victory mean for HR?

According to HR Review Labour is “poised to implement sweeping reforms that will significantly impact businesses across the UK”. The article suggests that the first 100 days of the new government will “set the tone for the kind of impact a Labour government will have on small business owners”. It recommends that HR teams be proactive in reviewing policies and implementing automated solutions in preparation for the changes to come. 

People Management also published a piece on a similar theme consulting a number of experts on what this political reset means for HR and employers.   

What does a new Labour government mean for employment law?

HR Director magazine suggests UK businesses would do well to be prepared for significant changes to employment law in the coming months. Labour proposed more than 60 changes in their manifesto and pledged to bring in most of these within their first 100 days in power. The article provides a useful summary of all the areas we can expect to see changes.

The article also suggests that SMEs will struggle most with the changes having already had to contend with 10 new laws coming into effect this year.

How Labour can solve the skills crisis

Research published in June by the National Foundation for Educational Research found that, by 2035, up to 7 million workers in England could lack the essential skills needed to do their jobs. In its manifesto, Labour pledged to “strengthen and localise resources for job seekers, as well as to establish a skills levy and Skills England to unite business, training providers and unions with national and local government. The party also promised to “guarantee access to training, an apprenticeship, or support to find work for all 18-to-21-year-olds”

HR Magazine has interviewed a selection of HR leaders to seek their views on what the new government needs to do to address the UK skills shortage. 

CIPD response to Labour’s win

The CIPD is urging the new UK government to “adopt a consultative and collaborative approach to reforming skills and employment policy”. In a statement on their website, the CIPD stresses the importance of working in partnership with employers, HR leaders and trade unions to implement the new skills agenda and Labour’s ‘New Deal for Working People’. Read the CIPD statement in full

Investigating the government’s ‘Plan to Make Work Pay’

In the first in a series of articles, People Management explores the detail of the new government’s plans to end the “one-sided flexibility” of zero-hours contracts and what this means for employers.

Labour has pledged that every worker should have a contract that reflects the number of hours they regularly work, based on a 12-week reference period. It argues that after 12 weeks workers should have the right to choose between signing an employment contract or the continued flexibility of zero-hours.

While the government has not yet confirmed which elements of zero-hours contracts they intend to change, People Management has asked academics, legal experts and HR professionals about what a change in regulation would mean for employers.       

New Labour govenment a ‘shot in the arm’ for women in the workplace

HR Director talks to Deborah Garlick, CEO and founder of Henpicked: Menopause In The Workplace about the government’s promise to focus on equality and inclusivity, and their ambition to champion and support women in the workplace. Deborah talks about the importance of creating menopause and menstruation friendly workplaces to support females in the workplace and retain and attract top talent. 

Why political certainty is good news for business

In his guest blog for Employer News, Steve Herbert shares why he believes political certainty is a benefit to business. He explains how a strong majority in parliament equates to stability, clear direction, and economic growth. He goes on to highlight that the Labour party has promised proper consultations and more notice of major changes to employment legislation, enabling businesses time to prepare for and implement their plans.