What is it believed in the world of HR that Liz will change first?
This blog talks about Liz Truss & her arrival as PM and what we may expect from Liz in relation to HR and business?
We have all maybe heard some whispers from people and the news such as the £100 billion pound scheme to reduce electricity and gas bills but what about the current Employment Law within the UK and much of it still the same as when we were part of the EU prior to the invasion of Ukraine, Brexit and the implications this has had on businesses and HR.
This article talks about a radical overhaul of workers’ rights but what are they currently? Do you know?
It also talks about the Working Time Regulations and the 48-hour week but what if you wish employees to work more as the business needs it. Do you know what to do?
Holidays and the 5.6 week are also briefly discussed but what does this mean for a part-timer? What holidays is a temporary worker entitled to? What do we have to pay if they leave?
An article from HR inform discusses briefly:
Following the announcement on Monday that Liz Truss will succeed Boris Johnson as our new Prime Minister, we look at the reforms to key workers’ rights that could be on the agenda.
Reports suggest that Liz Truss is considering a radical overhaul of workers’ rights including the 48-hour working week to “make the UK more competitive” but this is likely to see immediate challenges from unions.
Frances O’Grady, general secretary of the TUC said Truss “should be focused on helping families pay their bills this winter, not threatening hard-won workers’ rights”.
“We’re talking about vital rights and protections here – like holiday pay, equal pay and safe working hours,” she said.
As it stands, staff cannot legally work more than 48 hours each week, usually averaged over 17 weeks. Although workers can choose to opt out of this agreement if they want to work more, subject to some exceptions who cannot opt out such as airline staff and workers on ships or boats. Workers under 18 cannot work more than 8 hours a day or 40 hours a week.
Changes could also be made to other working time rules relating to rest breaks and calculation of holiday pay and leave. Currently, all workers are entitled to 5.6 weeks’ annual leave per year.
In July, Liz Truss said if she became Prime Minister, she would review all remaining EU law by the end of 2023 in a “red tape bonfire”. Ms Truss said, “EU regulations hinder our businesses, and this has to change.” “In Downing Street, I will seize the chance to diverge from outdated EU law and frameworks and capitalise on the opportunities we have ahead of us.”
If this becomes a reality, there could be significant changes to UK employment law. However, it is important to bear in mind that these reports are unconfirmed. These changes would probably face pushback, so it is not a given they will come into effect.
Other issues such as soaring energy prices and the cost-of-living crisis are likely to be higher on the new Prime Minister’s initial list of priorities. She is expected to announce an energy bills support package for homes and businesses as early as Thursday this week.
If employment law changes do come into force, employers may need to review their policies, communicate the changes to their staff, and update their contracts.
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