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Labour Manifesto on Employment Law - Part 2

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Summary: Labour election commitments - part two.

Labour’s Manifesto included a pledge to implement Labour’s Plan to Make Work Pay: Delivering a New Deal for Working People in full. Several employment changes were expressly mentioned in the Manifesto. I covered these in my earlier bulletin here.

This further bulletin sets out the other key employment pledges that labour makes:  

- a right for employees to have a contract which reflects the hours they regularly work, based on a twelve-week reference period

- an extension of tribunal time limits for bringing all claims from three months to six months

- a requirement for employers with more than 250 employees to have a menopause action plan

- new duties on large employers to produce ethnicity and disability pay gap reports

- making collective redundancy consultation requirements dependent on the number of redundancies across the whole business rather than the number at each ‘establishment

- a requirement for the section 1 statement issued to all new starters to inform staff of their right to join a trade union

- introducing a right to switch off (or, at the very least, the right to discuss switching off with your employer)

- consulting on an eventual move towards a single status of worker, incorporating all but the genuinely self-employed

- making flexible working a default right unless employers have a good reason to refuse it

- reversal of the changes made under the Trade Union Act 2016 (which increased required turnout for ballots, added more required information for ballot papers, limited strike mandates to six months and required two weeks‘ notice to be given of a ballot for industrial action rather than one)

- abolishing the Strikes (Minimum Service Levels) Act 2023

- removing the requirement for fully postal ballots for industrial action

- making it easier for unions to gain recognition by removing the requirement that 40% of those entitled to vote on recognition need to vote in a ballot for it to be valid for recognition

- a right for trade unions to access workplaces for recruitment and organising purposes 

- introducing a right to unpaid bereavement leave (currently only available following the death of a child)