A Week of Milestones: Our Launch and a New Government
We’re live!
Last week was monumental for us at Resourceful Solutions!
We’re thrilled to announce our official launch.
After months of hard work and dedication, we’re finally here, ready to help SMEs tackle their people problems.
Borne out of desire to “do things right”, we’re on a mission to be a trusted ally to SMEs and empower them to deliver sustainable growth through our knowledgeable and values driven solutions approach.
So, whether you need extra support for your HR team or a strategic long-term partnership, we’ve got you covered with tailored HR solutions.
Check out our website here and don’t forget to book your complimentary 30-minute consultation.
What the new Labour government means for employers
Now, onto the other big news — there’s a new government in town! Keir Starmer and the Labour Party have outlined several key changes to employment law that will impact both employers and employees. Let’s break down the major changes and what they mean for you.
- Day-One Employment Rights
Labour is introducing significant enhancements to worker protections from the very first day of employment. This includes eliminating qualifying periods for basic individual rights such as protection against unfair dismissal, redundancy, sick pay, and parental leave. For employers, this means you’ll need to be prepared to offer these rights immediately, changing how you handle new hires and their initial employment period. - Creating a Single Status of Worker
Labour intends to simplify employment status by creating a single category of “worker” for all but the genuinely self-employed. This reform aims to eliminate the confusion and inequalities that arise from the current multiple employment statuses. All workers will receive the same basic rights, including sick pay, holiday pay, parental leave, and protection against unfair dismissal. Employers will need to adjust their contracts and policies to ensure compliance, promoting a more inclusive and equitable workplace. - National Minimum Wage and Adjustment to Age Bands
Labour plans to raise the national minimum wage to reflect the actual cost of living and eliminate discriminatory age bands. This means all adult workers, regardless of age, will receive the same minimum wage. Employers will need to adjust their payroll systems and budget for potentially higher wage costs but can also expect improved employee satisfaction and retention. - Ban on Exploitative Zero-Hour Contracts
Zero-hour contracts, which often leave workers without guaranteed hours or income, will be banned. Employers will be required to offer contracts that accurately reflect the hours worked, based on a 12-week reference period. This change promotes job security and predictability, fostering a more stable and motivated workforce. - The Right to Switch Off
With a rise in the number of people working either remotely or hybrid, there’s also been a rise in the number of hours people spending working in their personal time.
A new “right to switch off” aims to create healthier work-life boundaries by giving employees the right to disconnect from work communications outside of their working hours. This will encourage employers to develop clear policies that respect personal time, reducing burnout and improving overall employee well-being. - Fire and Rehire Laws
The controversial practice of “fire and rehire,” where employees are dismissed and rehired on less favourable terms, will be significantly restricted. Labour plans to introduce a strengthened code of practice to ensure fair treatment and prevent exploitation. Employers will need to ensure their restructuring and negotiation practices comply with these new rules, which will likely result in a more equitable and respectful work environment. - Introducing Disability and Ethnicity Pay Gap Reporting
To tackle pay disparities, Labour will mandate that employers with more than 250 employees report on disability and ethnicity pay gaps. This measure aims to highlight and address inequalities within the workplace. Companies will need to collect and analyse data on their workforce, ensuring transparency and accountability in their pay structures. By doing so, employers can work towards fairer compensation practices and demonstrate their commitment to diversity and inclusion.
Now, what Labour haven’t stated is when these changes will come into effect but what is clear is that changes are mostly positive and designed to create fairer, more secure, and healthier workplaces.
While they present new challenges for employers, they also offer opportunities to enhance employee loyalty and productivity.
Stay informed and prepared to adapt to these upcoming changes with the support of Resourceful Solutions!
