GLOBAL PAYROLL MAGAZINE
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Qualifying periods and time limits: The most radical proposal is the abolition of a qualifying period for unfair dismissal claims (which is currently 2 years). Despite the qualifying period going up and down depending on the party in government over the years, it has never been less than six months. If this proposal is implemented, it would mean substantial changes for employers in recruitment processes and the use of probationary periods, as well as a significant increase in unfair dismissal claims. We may also see an increase in the use of fixed-term contracts, although since ending one also amounts to a dismissal, the fact that the contract is fixed-term only manages expectations. Single worker status: Currently, individuals are classified as either ‘workers’, ‘employees’, or ‘self- employed’ and each category has a different set of legal rights and taxation obligations. Labour has proposed the creation of a single status of ‘worker’ for all but the genuinely self-employed. This would extend many workplace rights to a far larger pool of people. However, it is likely to be very difficult and complex to implement in practice. Ban on “ fire and hire ” and zero- hours contracts: Zero-hours contracts will be banned and new rights will allow workers to work regular shifts based on the hours worked in the previous twelve weeks. Workers would also receive compensation for cancelled or curtailed shifts.
its election Manifesto, confirms ggest upgrade to rights at work cy areas including increased endly rights, increased trade igger pool of people. Two mployment Rights Bill and the proposals: Labour’s proposals y Emma Bartlett, Liz Pearson and Kia Aoki
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