{"id":7024,"date":"2024-07-26T15:57:31","date_gmt":"2024-07-26T15:57:31","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&p=7024"},"modified":"2026-04-27T17:10:10","modified_gmt":"2026-04-27T17:10:10","slug":"election-2024-labour-proposals-impacting-employers","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/election-2024-labour-proposals-impacting-employers\/","title":{"rendered":"Election 2024: Labour proposals impacting employers"},"content":{"rendered":"\n
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by Brightmine<\/strong><\/p>\n\n\n\n

A new poll from HR data and insights provider Brightmine<\/a>, (formerly XpertHR), has highlighted which Labour employment law proposals are most noteworthy to employers. Chief among these is the removal of the two-year qualifying service requirement to bring an ordinary unfair dismissal claim. HR professionals believe this proposal will have the biggest impact on their organisations.<\/p>\n\n\n\n

“There is no question amongst HR professionals that with the dawn of the new Labour Government, change is inevitable. The only question now is what employment law changes will occur and when,” says Stephen Simpson, Acting Content Manager – Employment Law and Compliance at Brightmine. “Our research shows out of the top 10 possible employment law changes detailed within the Labour manifesto, there are three standout proposals that HR professionals said are likely to have the biggest impact within their organisation,” he adds.<\/p>\n\n\n\n

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\u201cThere is no question amongst HR professionals that with the dawn of the new Labour Government, change is inevitable. The only question now is what employment law changes will occur and when.” <\/p>\n\n\n\n

Stephen Simpson<\/strong>, Brightmine Principal Editor- Employment Law and Compliance<\/p>\n<\/div>\n\n\n\n

In the Brightmine poll, the top three proposals from Labour that are causing concerns are:<\/p>\n\n\n\n

1. Removal of the two-year qualifying service requirement to bring an ordinary unfair dismissal claim (54%)<\/h2>\n\n\n\n

Under current employment law, employees must have two years\u2019 service to claim ordinary unfair dismissal. Labour proposes making this a day-one right, calling the current qualifying period arbitrary. They assert this change won’t prevent fair dismissals for capability, conduct, redundancy or probation, but details on fair and transparent processes are unclear and will require discussion and consultation.<\/p>\n\n\n\n

Practical implications<\/h3>\n\n\n\n

If the proposal is introduced, employers would need to:<\/p>\n\n\n\n