As the political landscape shifts, employers across the West of England are preparing for potential changes in employment policies under the new UK Government. The King's Speech on 17 July outlined several key proposals that could significantly impact how businesses operate, particularly in terms of employment practices.
In this article, we will explore these proposed changes and their implications, focusing on flexible working, tips, apprenticeships/internships, unfair dismissal, and maternity protections and pay. Additionally, we will discuss how aligning with the Good Employment Charter can support employers through these changes.
One of the headline proposals from the Labour Government is the expansion of flexible working rights. The right to request flexible working became a day one right in April 2024, however, the new proposals aim to make flexible working a default option for employees from the first day of employment, except where it is not reasonably feasible such as jobs and sectors that are time-critical or where different shift patterns are not suitable.
Flexible working can refer to working patterns or hours, including part time, flexi-time, term time, compressed hours and adjusting start and finish times, as well as location; for example, working from home.
For employers in the West of England, this could mean a shift towards more accommodating work schedules and remote work options. While this flexibility can enhance employee satisfaction and productivity, organisations may need to invest in robust remote work infrastructure and revisit policies to ensure compliance with new laws.
The Good Employment Charter provides a framework that promotes fair and flexible working practices, offering guidelines that can help employers adapt smoothly to these changes.
The Tips Act is due to come into force on 1 October 2024 and will ensure that all tips are to be passed onto workers, and businesses where tips are given more than occasionally will be required to have a tipping policy. The Labour Government has committed to strengthening the law to ensure the fair allocation of tips, gratuities and service charges. This could involve mandatory reporting requirements and guidelines to prevent unfair practices.
Employers in the hospitality industry in the West of England will need to review their tipping policies and possibly implement new systems to comply with these regulations. By adhering to the principles of the Good Employment Charter, organisations can demonstrate their commitment to ethical employment practices, which includes fair treatment of staff tips.
The Labour Government has also signalled intentions to reform apprenticeships and internships to improve accessibility and quality. This could involve increased funding for apprenticeship programs, tighter regulations on internships to prevent exploitation, including a ban on unpaid internships except as part of an established training or education program, and measures to ensure that these opportunities lead to meaningful career progression.
For employers in sectors that rely on apprenticeships and internships, such as technology, healthcare, and creative industries in the West of England, these reforms could present opportunities to attract and retain talented young professionals. The Good Employment Charter encourages businesses to provide clear pathways for skills development and career advancement, aligning with the government's goals of fostering a skilled workforce.
There are plans to improve maternity protections including making it unlawful to dismiss a woman who is pregnant for six months after her return, except in specific circumstances, ensuring that mothers are supported adequately during and after pregnancy.
Further proposals include strengthening unfair dismissal protections and enhancing maternity rights. The Labour Government aims to make it more challenging for employers to dismiss employees unfairly, potentially requiring clearer evidence of just cause for termination, the Labour party have indicated the planned changes will not prevent fair dismissal, which includes dismissal for reasons of capability, conduct or redundancy, or probationary periods with fair and transparent rules and processes.
Employers will need to review their dismissal procedures and maternity policies to ensure compliance with updated regulations. The Good Employment Charter emphasises the importance of fair treatment and equality in the workplace, offering guidance on creating inclusive policies that support employees through various life stages.
The West of England Good Employment Charter serves as a valuable resource for employers navigating these upcoming changes. It outlines key principles such as paying the Real Living Wage, providing opportunities for training and development, ensuring fair and inclusive recruitment practices, and promoting health and wellbeing at work. By aligning with the Charter, organisations can proactively address the new UK Government's proposals, fostering a positive workplace culture and enhancing their reputation as responsible employers.
Whilst the new Government's proposals aim to enhance employee rights and protections, they also present challenges and opportunities for businesses in the West of England. By preparing early and aligning with the principles of the Good Employment Charter, employers can not only comply with new regulations but also foster a more engaged and productive workforce.
Adapting to changes in flexible working, tips regulation, apprenticeships/internships, unfair dismissal, and maternity protections requires thoughtful planning and proactive engagement with employees and stakeholders. Ultimately, employers that prioritise fair treatment, transparency, and employee wellbeing are likely to thrive in the evolving regulatory landscape.
As we move forward, staying informed and proactive will be key to navigating these changes successfully, ensuring that organisations in the West of England continue to uphold high standards of employment practices while contributing to a vibrant and inclusive regional economy.
