Employment law expert, Liam Entwistle from Wright, Johnston & Mackenzie, takes a look at the employment law changes on the horizon in light of Labour’s ‘Plan to Make Work Pay’ and the proposals outlined in the King’s Speech

So, what’s next? The Employment Law Bill is set to be introduced before 4 October (within 100 days of Labour entering government) and will play a crucial role in delivering the plan.

Once the Bill arrives, we will know for certain what parts of the plan are being pushed forward now, and which have (at least temporarily) fallen by the wayside.

Trade unions and collective consultation

Labour’s ‘voice at work’ section of the plan centres around the idea of bringing in a new era of partnership by:

• repealing the minimum service levels in relation to industrial action as per the Minimum Service (Strikes) Act;
• repealing the Employment Agencies and Employment Business (Amendment) Regulations, the High Court quashed the Regulations in 2023 and so they are not currently in force, however they have remained on the statute books;
• reversing the changes made under the Trade Union Act 2016: increase in ballot turnout, additional information for ballot papers, 6-month mandate for strike action, and two weeks’ notice of industrial action (whereas previously it was one week);
• unions will be allowed to ballot members electronically, in addition to ballot via post;
• simplifying the process of statutory recognition for trade unions, for example, unions will no longer...

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