Empoword Explains: The Labour Party’s New Employment Rights Bill

Elena Chiujdea

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Labour’s recently-introduced Employment Rights Bill aims to protect all employees from exploitation in the workplace.

The Labour party introduced 40 bills during the King’s Speech on 17th July, including the Employment Rights Bill, which will include new laws needed to implement Labour’s New Deal for Working People, including bans on zero-contact hours and day one employment rights.

During his speech, the King said: “Stability will be the cornerstone of my Government’s economic policy and every decision will be consistent with its fiscal rules.”

The new Employment Rights legislation shows security is what Prime Minister Keir Starmer hopes to bring the British people.

Starmer said: “The security of the British people is the most fundamental priority of any government.”

WHAT THE BILL ENTAILS 

The Bill hopes protects employees from unfair treatment or dismissal by their employers.

Mothers will be protected from unlawful dismissal for six months after giving birth, and paternal leave for fathers and sick leave will be a day-one right for every employee, giving more freedom to parents.

Zero-hour contracts will also be banned, meaning workers have a right to a contract that reflects the number of hours they regularly work and ensuring that all workers get reasonable notice of any changes in shift with proportionate compensation for any shifts cancelled or curtailed.

“These alterations are set to offer employees reassurance”

Trade Union members will be able to operate more freely, without the previous restrictions placed on them, and the right for equal pay for ethnic minorities and disabled people will also come into place.

Employers will also be prohibited from continuing the ‘fire and rehire’ process, whereas previously, an employer was permitted to ‘fire and rehire’ or replace workers if they wanted to make changes – not agreed upon – to a contractual agreement.

These alterations are set to offer employees reassurance about their jobs at a time when inflation is on the rise.

REACTION TO ZERO-HOUR CONTACTS

Young people are most likely to benefit from the ban on zero-hour contracts.

Zero-hour contracts offer flexibility to university students – amongst other employees – who have other obligations.

But with flexibility, the stability of a set income is taken away from vulnerable workers. Labour’s new legislation forces employers to give workers a set amount of working hours.

“They are hesitant to trust the Labour government in its enforcement of the law”

Compensation is required when scheduling changes and cancellations of shifts are made at a short notice.

Freser McGuire, 20, from Derby, works two zero-hours jobs, one at a pub and one at a hotel bar. In an interview with BBC News, he said: “As a young worker, zero-hours contracts always tend to be the standard.”

McGuire goes on: “I really do wonder how they’re going to define and enforce the term ‘exploitation.'”

Young employees remain hopeful when looking at the ban on zero-hour contracts, but they are hesitant to trust the Labour government in its enforcement of the law.

DAY ONE RIGHTS

In the past, a new employee did not always have access to flexible work opportunities.

Now, ‘flexible work’ is the employee’s right, according to the Bill.

Flexible work is a broad term encompassing many different work schedules, from part-time work, working on a different schedule than the standard nine to five, or working from home.

In an interview with Personnel Today, Ben Willmott, CIPD Head of Public Policy,said: “It’s crucial that changes to employment legislation don’t discourage employers from taking on permanent staff or providing flexible employment opportunities.”

Employers are bound to be more demanding and careful about who they hire under the new legislation. They are placing their trust in the employee that their work responsibilities will be effectively fulfilled.

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Featured image courtesy of Photoholgic on Unsplash. No changes made to this image. Image license found here.