As the Labour government passed its first 50 days in power this week, we asked lawyers about the upcoming changes to employment law that HR should be aware of.
These included changes to legislation on working hours, sexual harassment, unfair dismissal, tribunal claims and ethnicity pay gap reporting.
Working hours
The Workers (Predictable Terms and Conditions) Act 2023 was granted Royal Assent in September 2023, and was originally due to come into force this September. However, its implementation date is still to be decided, according to Kloe Halls, managing associate for Linklaters employment and incentives practice.
The legislation, when it comes into force, is due to grant workers the right to request predictable working terms and conditions.
Speaking to HR magazine, Halls said: “This legislation is likely to have the biggest impact on organisations with workforces made up of zero-hours contract workers and temporary or agency workers, as they could face an influx of requests to change working patterns.
“It may help to conduct an audit of how widespread such arrangements are within an organisation, to determine the potential impact.”
Halls pointed to the code of practice published to accompany the legislation, which explained how employers can handle and reject a request.
Read more: Sexual harassment legislation: How can HR get ahead?
Sexual harassment
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