Prior to the Labour Party winning the July 2024 General Election it set out a number of priorities that an incoming Labour Government would have to change employment laws, which the Government is currently implementing in the Employment Rights Bill.
The practice of dismissing and re-engaging an employee has been talked about quite often in the recent employment law landscape. To curb malpractice, the Government is introducing specific provisions in the Employment Rights Bill on “fire and rehire”.
These provisions will make it automatically unfair to dismiss an employee if the reason, or the principal reason, for dismissal is if they don’t agree to a contract change.
In possibly the most significant change in motion, from 2026 the basic right of protection against unfair dismissal will apply from ‘day one’ of an employee’s employment. Business leaders should make note that employees will no longer need mandatory two years of service to make an unfair dismissal claim.
Under Labour’s proposals, the self-employed would have rights such as the right to withdraw labour due to health and safety issues, greater protection against blacklisting, and the right to a written contract. Moreover, they will likely have a health and safety representative at work as well as new policies aimed at tackling late payments.
Since these changes are likely to alter policies,...
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