As the new Labour government pushes forward with its legislative agenda, details of its manifesto pledges are beginning to crystallise. Some plans are progressing, others appear to have been watered down, and some seem to have been kicked into the long grass.

The King’s Speech provided a clearer picture of the government’s legislative priorities, with the newly announced Employment Rights Bill indicating ‘what’s in and what’s out’. Changes to day one rights remain significant, while proposals like banning zero-hour contracts, although part of the Bill, are not as stringent as initially suggested.

Other proposals, such as the introduction of a four-day workweek and the “right to switch off”, have received considerable media attention but were notably absent from the Bill. Meanwhile, plans related to worker status and penalties for employers who ignore Tribunal Orders do not appear to be imminent.

Hosted by Head of Team and Solicitor Jane Hallas, this free in-person event will cover:

• Key proposals to watch out for: With a long list of possible reforms, we’ll pinpoint the key proposals that are gaining momentum and discuss developments from the past 100 days. Plus, how might these proposals impact your business, and what are the likely timescales for change
• Areas of uncertainty: We’ll explore the proposals that still remain unclear, providing clarity on what we know and what information is missing. Plus, what proposals have changed since their inception or seem to have fallen down the government’s list of priorities
• Misconceptions and media myths: We’ll provide a reality check on the proposals that have gained significant attention, including flexible working and the four-day work week. With misleading information from the media, are these reforms really the sea change they seem?

We’ll also provide an update on proposals such as:

• Expanding day one rights (including unfair dismissal and SSP)
• Introducing a single ‘worker’ status
• Banning “exploitative” zero-hour contracts
• Facilitating lower thresholds for Trade Union recognition
• Notifying employees regularly of their right to join a Trade Union
• Widening the scope for collective redundancy processes
• Outlawing fire and re-hire (making changes to T&Cs)
• Making flexible working the default
• Giving employees the right to a four-day workweek
• Giving employees the “right to switch off”
• Introducing penalties for employers that break Tribunal Orders