Four day week & proposed employment law changes
You may have seen recent reports in the media about the Government’s apparent plan to introduce a specific entitlement for employees to request a four-day week and/or condensed hours.
In fact, employees already have the right to request a four-day week. The key concern for businesses will likely be whether new legislation will make it more difficult to refuse such requests.
We’ll need to wait for further details to understand the full implications, but this is just one of many key employment proposals outlined by the Government.
Key employment legislation proposals
Day one rights: The Government is proposing immediate entitlement to sick pay, parental leave and protection against unfair dismissal from the first day of employment (possibly subject to a probationary period). This is perhaps the most dramatic changes but there are serious doubts about its implementation.
Post-maternity leave protections: Women returning to work after maternity leave would be protected from dismissal for six months. This move aims to strengthen job security for new mothers.
Fire-and-rehire practices: The Government plans to end so-called ‘abusive’ fire-and-rehire practices, focusing on providing effective remedies for workers. This reform seeks to curb the exploitation of employees, though its effectiveness will depend on the specifics of the legislation.
Zero hours contracts reform: The proposal includes a ban on ‘exploitative’ zero hours contracts, though not all such contracts will be prohibited.
Equal pay and reporting: There is an expansion of equal pay protections for ethnic minorities and disabled people, with new reporting requirements.
Flexible working: From 6 April 2024 employees gained the right to request flexible working (including submitting a request for a four-day week). One reported proposal causing concern for business is that it could be made harder for employers to refuse flexible working requests, with employers only being able to refuse them if it is ‘not reasonably feasible’ – a high threshold if implemented.
Trade union reforms: Simplification of the union recognition process and the repeal of minimum service level legislation are on the agenda, which could impact how unions operate and negotiate on behalf of employees.
Statutory sick pay: The lower earnings limit and waiting days for statutory sick pay are set to be removed.
Fair work agency: A new agency will be established to enforce workplace rights, aiming to ensure fair treatment and compliance with employment laws across the board.
Fair pay agreements: Introduction of fair pay agreements in the adult social care sector, a move aimed at improving wages and conditions in this vital industry.
Changes to the Living Wage: The Government plans to remove existing age bands from the living wage.
How we can help
While these proposals represent a significant ‘shake-up’ in employment law, details remain sparse for many of them.
As always, the practical implications will depend heavily on the specific legislation that is eventually passed. We will continue to monitor changes and to keep you up to date.
If you have any questions or need advice on how these potential changes may affect your business or employment situation, email us at [email protected] or call us on 020 7377 2829.
