The Labour Party came into power in 2024 with a promise of substantial reforms aimed at enhancing worker’s rights, improving work-life balance, and addressing inequalities in the workplace.

Further to my earlier article, in today's King's Speech, we see a little more of the detail of the new Government’s proposals for reforming employment law within its first 100 days of office, in the form of the new Employment Rights Bill. The primary focus is on enhancing workers' rights and protections. Key legislative initiatives include:

My most extensive dipping of the toe into commenting on various government party proposals was after putting my question in the audience’s question box at BBC Radio’s Question Time hosted by Chris Mason in our local village hall when it came to our area. Before I knew it, Chris Mason was saying “now we turn to Louise, … who has a question for the panel…”, an assistant placed a handheld microphone in front of me and I was reading out my question on air to four politicians. I was surprised by the response of one of the panel, who by saying; “I share your grief …” turned what could have been a challenge to actions taken by their party into a shared criticism of another party’s actions. I was impressed.

The UK government is set to undertake significant reforms to the Employment Tribunal system, aiming to improve, strengthen, and digitise the processes to better serve workers and employers. A key component of this reform is the extension of time limits for most claims from three to six months, providing greater flexibility and accessibility for individuals seeking justice. This article explores the proposed changes, their implications for claimants and employers, and the broader impact on the UK labour market and judicial system.

The UK government’s proposed overhaul of employment law is making waves across the nation, promising significant improvements in worker rights and protections. While many hail these changes as a long-overdue step towards fairness and security, others question the practicality and potential unintended consequences. Let’s dissect these reforms, critically examining their merits and the challenges they may pose.

In a transformative shift for UK employment law, the government has proposed to extend unfair dismissal rights to employees from the first day of their employment. This significant change eliminates the current requirement for employees to wait nearly two years (precisely one year and 51 weeks) before being eligible to claim unfair dismissal. This article explores the implications of this proposal, its potential benefits and challenges, and the broader impact on the UK labour market and employer-employee relations.