Hi all

I was reading all about the labout leakes manifesto which as yet has not been formally published - Lots of HR challeges in there and the 20 point plan is full of surprises.  No surprise however that the manifesto seeks to increase the power of TUs in the workplace

  • A 20-point plan for security and equality at work, including an end to zero-hours contracts and equal rights for employees
  • Repeal the Trade Union Act and roll out sectoral collective bargaining, whereby industries can negotiate agreement as a whole
  • End the public sector pay cap.
  • Guarantee trade unions a right to access workplaces
  • Enforce all workers' rights to trade union representation at work
  • Use public spending power to drive up standards, including only awarding public contracts to companies which recognise trade unions
  • Shifting the "burden of proof" in the so-called "gig economy" so that the law assumes a worker is an employee unless the employer can prove otherwise

What are your thoughts on this?

All the best

Sarah

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Replies

  • Hi all

    Thought I would share an additional summary from PLC which I found specifically for employment lawyers, interesting points for employment status!

    Draft Labour manifesto leaked: key points for employment lawyers

    A draft of the Labour Party's manifesto "For the many not the few" has been leaked, containing proposals for far-reaching employment law reform. The final version of the manifesto, which is likely to be significantly changed from the draft version currently available, is expected to be released next week and so the policies set out below should be treated with caution for the time being.

    A new EU Rights and Protections Bill would be passed to ensure worker rights are preserved in the wake of Brexit. All workers would be granted the full rights of an employee, and there would be a presumption of employee status for all with the burden of proof on the employer to show otherwise. New statutory definitions of the different types of employment status would be introduced. Employment tribunal fees would be abolished.

    A 20 point "plan for security and equality at work" would ban zero hours contracts and unpaid internships, repeal the Trade Union Act 2016 and introduce sectoral collective bargaining. There would be a maximum pay ratio of 20:1 in the public sector and companies bidding for public contracts, which would only be awarded to those who demonstrate compliance with workers' rights and equal opportunities and recognise trade unions. The Takeover Code would be amended to ensure that every takeover has a clear plan to protect workers and pensioners.

    In the arena of discrimination, paid paternity leave would be doubled to four weeks, the limitation period for claims of maternity discrimination would be doubled to six months, protection against third-party harassment would be reinstated, race equal pay audits would be introduced, the protected characteristic of "gender assignment" would be changed to "gender identity" and Labour would consult on a new protected characteristic of terminal illness. There would be a civil enforcement system to ensure compliance with the new gender pay gap reporting regime.

    Changes introduced by the 2014 TUPE Regulations would be reversed. Labour would also consult on statutory bereavement leave and bringing redundancy protection "more into line" with European regimes.

    All the best

    Sarah

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