{"id":1180,"date":"2017-06-06T14:11:41","date_gmt":"2017-06-06T14:11:41","guid":{"rendered":"http:\/\/www.tayloremmet.co.uk\/blogsite\/?p=1180"},"modified":"2017-06-06T14:11:41","modified_gmt":"2017-06-06T14:11:41","slug":"general-election-2017-employment-law","status":"publish","type":"post","link":"https:\/\/www.tayloremmet.co.uk\/blogs\/general-election-2017-employment-law\/","title":{"rendered":"General Election 2017: Proposed Employment Law"},"content":{"rendered":"<p><a href=\"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2017\/06\/vote-1804596_1920.jpg\"><img fetchpriority=\"high\" decoding=\"async\" class=\"alignleft wp-image-1187\" src=\"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2017\/06\/vote-1804596_1920.jpg\" alt=\"General Election 2017: Employment Law\" width=\"311\" height=\"208\" srcset=\"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2017\/06\/vote-1804596_1920.jpg 1920w, https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2017\/06\/vote-1804596_1920-600x401.jpg 600w, https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2017\/06\/vote-1804596_1920-300x200.jpg 300w, https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2017\/06\/vote-1804596_1920-1024x684.jpg 1024w, https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2017\/06\/vote-1804596_1920-768x513.jpg 768w, https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2017\/06\/vote-1804596_1920-1536x1026.jpg 1536w, https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2017\/06\/vote-1804596_1920-360x240.jpg 360w\" sizes=\"(max-width: 311px) 100vw, 311px\" \/><\/a>The choice between the policies of the political parties at the forthcoming General Election on 8 June 2017 is wider than it\u00a0has ever been, with huge implications for employment law. Both the Conservatives and Labour have attempted to appeal to working families as part of the election campaign by highlighting what they would do to protect and strengthen the rights of employees but we thought that we would look beneath the spin at what the three main\u00a0parties have in store for both workers and employers as part of their election manifestoes.<\/p>\n<h3><strong><span style=\"color: #003a7a;\">Labour<\/span><\/strong><\/h3>\n<p>The Labour Party&#8217;s manifesto would represent the biggest single shift in favour of worker&#8217;s right in a generation.\u00a0Some key changes include\u00a0protecting worker&#8217;s rights\u00a0under European law following Brexit, introducing full employment rights (including unfair dismissal) from\u00a0the first day of employment and the abolition\u00a0of\u00a0Employment Tribunal fees. Some other key\u00a0proposals include:<\/p>\n<ul>\n<li>Extending maternity pay to 12 months (currently set at 9 months);<\/li>\n<li>Doubling paid paternity leave (to four weeks);<\/li>\n<li>Banning zero hours contracts;<\/li>\n<li>Repeal of the Trade Union Act, which has imposed higher burdens on trade unions;<\/li>\n<li>Four new public holidays, which would take the\u00a0minimum\u00a0annual leave for a full time\u00a0worker&#8217;s\u00a0from 28\u00a0to 32 days;<\/li>\n<li>Increasing National Minimum Wage to \u00a310 per hour by 2020;<\/li>\n<li>Ending the public sector pay cap;<\/li>\n<li>Rolling out maximum pay ratios of 20:1 in the public sector and companies bidding for public sector contracts;<\/li>\n<li>Banning unpaid internships;<\/li>\n<li>Civil enforcement\u00a0of gender pay gap obligations;<\/li>\n<li>Clamping down on bogus self-employment including punitive fines for employers;\u00a0and<\/li>\n<li>Terminal illness and gender identity being added\u00a0to the other protected characteristics in discrimination law.<\/li>\n<\/ul>\n<h3><span style=\"color: #003a7a;\"><strong>Liberal Democrats<\/strong><\/span><\/h3>\n<p><u><\/u>The Liberal Democrats will also\u00a0keep workers&#8217; EU rights, abolish Employment Tribunal fees and end the public sector pay freeze. Other highlights for employment law from their manifesto include:<\/p>\n<ul>\n<li>Modernising employment rights to make them fit for the &#8220;gig economy&#8221;;<\/li>\n<li>Removing\u00a0abuse of zero hour contracts (not a total ban)\u00a0and introducing a formal right to request fixed hours;<\/li>\n<li>Introducing Paternity, Shared Parental Leave and Flexible Working as\u00a0rights to employees from their first day of employment;<\/li>\n<li>Introduction of other protected characteristics under the Equality Act including gender identity and caste discrimination;<\/li>\n<li>Reviewing the effects of cuts to legal aid (unclear if this will apply to employment law);<\/li>\n<li>Setting up a review to consult on how to set a genuine living wage across all sectors; and<\/li>\n<li>Extending\u00a0reporting obligations to BAME (Black, Asian and Minority Ethnic) and LGBT (Lesbian, Gay, Bisexual and Transsexual) employment levels and pay gaps.<\/li>\n<\/ul>\n<h3><span style=\"color: #003a7a;\"><strong>Conservatives<\/strong><\/span><\/h3>\n<p>Despite the headlines the\u00a0Conservatives&#8217; policies on employment law do not represent a huge divergence from the direction of travel in employment law over the last few years. They are relatively narrow in scope\u00a0when compared to the other parties and should reassure employers worried about changes to employment law. They include:<\/p>\n<ul>\n<li>Proper protection for workers in the gig economy (although\u00a0not very detailed\u00a0this could be\u00a0because\u00a0the Party are waiting from\u00a0the current review on employment status to be finalised);<\/li>\n<li>National Living Wage to increase to 60% of median earnings by 2020;<\/li>\n<li>Listed companies publishing the ratio of executive pay to broader UK workforce pay;<\/li>\n<li>More data on the pay gap between men and women;<\/li>\n<li>Continuing to push for an increase in the number of public appointments going to women;\u00a0and<\/li>\n<li>Extending\u00a0discrimination law protection to\u00a0mental health conditions that\u00a0are\u00a0sporadic and fluctuating.<\/li>\n<\/ul>\n<p>There are some intended changes that the other main parties have not considered such as the state pension age\u00a0increasing in line with life expectancy and an intention to\u00a0make it easier for employers to take on parents and carers returning from long periods out of the labour market, as well\u00a0as the introduction of a phased return to work for mothers returning from maternity leave.<\/p>\n<p>There is no doubt that these are uncertain times for the future of\u00a0employment law.\u00a0Whilst all three main political parties have\u00a0confirmed that they will not change workers&#8217; rights following Britain&#8217;s exit from the EU, the fact that Britain will not be subject to\u00a0new EU law or the\u00a0Judgments of the European Court of Justice following\u00a0Brexit means that in the long term the British Government&#8217;s ability to affect workers&#8217; rights in this country\u00a0will be increased\u00a0significantly once the Brexit negotiations are completed.<\/p>\n<p>The General Election provides a good platform on which to judge the Parties&#8217; intentions in respect of employment law and what they would do with this new flexibility following Brexit.<\/p>\n<p>For more information please contact a member of our team on\u00a0<span style=\"color: #003a7a;\"><a style=\"color: #003a7a;\" href=\"https:\/\/www.tayloremmet.co.uk\/index.php\/contact-us\/call-back\"><strong>0114 218 4000<\/strong><\/a><\/span>, email <span style=\"color: #003a7a;\"><a style=\"color: #003a7a;\" href=\"mailto:info@tayloremmet.co.uk\"><strong>info@tayloremmet.co.uk<\/strong><\/a><\/span> or <span style=\"color: #003a7a;\"><a style=\"color: #003a7a;\" href=\"https:\/\/www.tayloremmet.co.uk\/index.php\/business\/employment-law\"><strong>fill in this form<\/strong><\/a><\/span>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The choice between the policies of the political parties at the forthcoming General Election on 8 June 2017 is wider than it\u00a0has ever been, with huge implications for employment law. Both the Conservatives and Labour have attempted to appeal to working families as part of the election campaign by highlighting [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":1187,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[15],"tags":[191,192,193,194],"class_list":["post-1180","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news","tag-conservatives","tag-election","tag-labour","tag-liberal-democrats"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>General Election 2017: Proposed Employment Law<\/title>\n<meta name=\"description\" content=\"The policies of the political parties at the forthcoming General Election are wider than they have ever been, with huge implications for employment law.\" \/>\n<meta name=\"robots\" content=\"index, follow, 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