All About People

With the recent change in government, we are on the brink of significant shifts in employment law. The newly proposed Employment Bill, part of the government's ambitious ‘New Deal’ for workers under the ‘Make Work Pay’ plan, promises to reshape the landscape of workers' rights, pay, job security, and discrimination. These changes will impact organisations of all sizes, necessitating a proactive approach to compliance and employee relations. At All About People, we believe that dispute resolution, mediation, and conflict management coaching will be more essential than ever in helping organisations navigate these changes smoothly as our founder, Geoffrey Milton explains.

The new employment bill: What to expect
Job security and zero-hours contracts

The government's focus on creating a single worker status, eliminating the distinction between ‘employee’ and ‘worker’, aims to streamline job security. While zero-hours contracts are not expected to be banned, employers will be required to offer regular hours after 12 weeks. This change underscores the need for organisations to reassess their employment practices and ensure they are equipped to handle potential disputes.

Strengthening equality and preventing harassment

The new government has also emphasised strengthening the Equality Act, with a particular focus on preventing sexual harassment in the workplace. A new obligation will require employers to take all reasonable steps to prevent harassment, including harassment by third parties. Additionally, reporting sexual harassment will be recognised as whistleblowing, providing greater protection for employees. These changes highlight the critical need for comprehensive training in conflict management and mediation, ensuring that all employees, from senior leaders to managers, understand their responsibilities and entitlements.

Work-life balance and day one rights
Flexible working and the right to disconnect

The government is championing a better work-life balance, proposing that flexible working becomes a default right from day one of employment. Additionally, they are considering introducing the ‘right to disconnect’, a concept already embraced by some European countries, which allows employees to disconnect from work outside of normal working hours. This shift could lead to an increase in disputes if these requests are not managed carefully. It will be essential for employers to develop fair policies and equip managers with the skills to difficult conversations around these issues to handle any conflicts that may arise.

Unfair dismissal and collective grievances

One of the most significant proposals is to make unfair dismissal protections and parental leave available from day one of employment. While the immediate impact may not be drastic, the removal of the current service eligibility for unfair dismissal claims is likely to increase the number of future claims. Employers must be diligent in ensuring that any dismissal, particularly in the early stages of employment, is based on a fair and lawful process, with proper documentation. This change makes it more important than ever for employers to consider implementing probationary periods and to seek guidance on managing potential conflicts.

Family-friendly rights and other key changes
Maternity discrimination and bereavement leave

The proposals to extend protections against maternity discrimination include making it unlawful to dismiss a pregnant woman for six months after her return from maternity leave, will require careful consideration by employers. The government is also intending to implement a bereavement leave entitlement for all employees, aiming to ensure that organisations are empathetic and supportive of their staff during challenging periods.

Menopause in the workplace

With a focus on supporting employees going through menopause, large employers will soon be required to implement a Menopause Action Plan. This includes considerations for workplace conditions, flexible working, and menopause-related leave. Clear guidance will help employers navigate these new obligations will reduce the risk of discrimination claims.

Preparing for the future: How AAP can help

The proposed changes signal a move towards a more employee-friendly working environment in the UK. As the government seeks to collaborate with employers and unions to foster cooperation and reduce strike action, the importance of effective dispute resolution, mediation, and conflict management training cannot be overstated.

At AAP, we are committed to supporting organisations through these transitions. We offer tailored training and coaching designed to equip your team with the skills they need to manage conflict, resolve disputes, and maintain a harmonious workplace. By staying ahead of these legislative changes and investing in the right training, you can ensure your organisation is prepared for the future.

Contact us today

To learn more about how AAP can help your organisation navigate these upcoming changes, contact us today. We are ready to assist you in developing the strategies and skills needed to thrive in this new era of employment law. Let's work together to create a more resilient and conflict-free workplace.