Top 3 considerations that HR may need to review under Labour party manifesto

Top 3 considerations that HR may need to lead to review under Labour party manifesto should they be successful and take office from 4th July 2024. You can read our key takeaways of what the conservative party manifesto will mean for employment law here.

Jess Gray
Jess Gray

Published: July 2nd, 2024

4 min read

  1. In anticipation of a change for the right to claim unfair dismissal to be from day 1 of employment, you’ll need to ensure any issues can be effectively managed during and after the probation process as we understand that a “fair dismissal” would include dismissal in a probation period. Therefore, you will need to consider the policies, processes and any training required to ensure those managers are equipped to deal with these issues promptly and appropriately.

  2. Review what policies and practices are in place to support those affected by the menopause across your workforce and consider developing a strategy to commence this if you have not already done so. This is in expectation of Labours plans to require employers of more than 250 employees to have a menopause action plan in place.

  3. Consider, review and reflect on any practices or policies for employees working beyond their contracted hours that may enable or hinder their ability to switch off. Labour have proposed to introduce a ‘right to switch off’ where employees cannot be contacted by their employer outside of working hours. This will require constructive discussions with employees to identify policies and working practices that support both employer and employee.

For further information please contact Jess Gray

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