We are now just over a week on from the Labour party storming to victory in the UK’s general election. The last time the UK moved to a Labour government after a period of Conservative rule, I was still at school and remember teachers trying to explain the significance of the result and what it would mean going forward.
This time, I have much more of an interest. Understandably, over the past week, attention has turned to examining what the change in government means for the nation. While only time will tell what the future truly holds under Labour rule, the party’s manifesto has set out a number of points that could impact reward and benefits strategies.
These include:
- Day one rights for statutory sick pay and parental leave.
- Removing the lower earning limit for statutory sick pay.
- Consulting on paid carer’s leave.
- Enhancing redundancy protections related to maternity leave.
- Outlawing zero-hours contracts.
- Ensuring flexible working is the default from day one for all workers.
- Delivering a genuine living wage.
While Labour has indicated that it will start work on actioning these proposals during its first 100 days in government, effecting this level of change is a huge undertaking. Although, in theory, each sounds like a positive step forward for employees, such significant change will inevitably impact businesses in myriad ways. Will those operating on a predominantly zero-hours contract basis, for example, be forced to restructure their workforce and business model? And will doing so be sustainable for all?
One thing, however, is certain: employers will undoubtedly be watching keenly to see how the new government’s policies will impact their business. It will certainly be interesting to see how Labour’s proposals translate into action.
Debbie Lovewell-TuckEditorTweet: @DebbieLovewell
