The next UK general election is forecast to take place in Autumn 2024. While, according to Harold Wilson’s famous saying “a week is a long time in politics”, 18 months is an eternity. Nonetheless, with the Labour party far ahead according to both pollsters and bookmakers, and promising reforms to the employment landscape of a greater magnitude than, arguably, any time in the last 40 years, employers need to start considering the potential implications for their organisations.
When launching their Employment Rights Green Paper A new deal for working people in 2021, the Labour party committed to introduce new employment laws within the first 100 days of government. Many of the Green Paper’s reform proposals were reflected more recently in a wide-ranging programme of provisional policies obtained last week by Labourlist. Although the policies will need to be signed off by the party’s national policy forum over the summer, they are likely to form the blueprint shaping the party’s manifesto for the general election.
Of these proposed reforms, perhaps the most significant for many employers will be proposed changes to unfair dismissal laws.
The proposed reforms set out in the Green Paper include major changes to unfair dismissal protection in Great Britain.
These include:
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