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Time for Change



We all know “proposed” doesn’t mean happening, but as we move into election time, here’s a brief overview of each party’s proposed family and DEEI changes (from what we understand), and how employment legislation changes or updates may impact employees and employers. One of the things we saw a lot of was a very loose ‘large employers’ terminology being used across all parties without clarifying what that means in real terms. Why large and not all?

Is it worth thinking in advance, ahead of the election, how you could make tweaks regardless of who gets in, so you’re making positive changes to further support those currently within your organisation and to ensure new hires are looked after better? Anyway, here’s our take and run down for you

Conservatives haven’t made many significant changes to family and DEEI legislation except:

  • In the current Equality Act, ‘sex’ will be legislatively defined as biological sex only
  • And ‘fit note’ issuance will transition from your GP to specialist work and healthcare professionals to reduce default sick leave approvals.

Labour is proposing the following (within 100 days of being elected):

  • Flexible working (for everyone) is, from day 1, a genuine right.
  • In addition to the stipulations contained in the 2023 Redundancy Act, it will be against the law to dismiss a pregnant woman for 6 months after they return to the workplace.
  • Employees will be entitled to sick pay from the first day of employment.
  • Pay gap data reporting will be required from large businesses (we don’t know how large) based on ethnicity and disability.
  • Parental rights and pay will kick in from day 1 of employment and not from 26 weeks.
  • Anyone who has a business that employs more than 250 people will need to have a menopause policy and plan in place.

Lib Dems will implement the following:

  • That statutory maternity / paternity pay will increase to £350 per week and 4 weeks of partner / paternity leave paid at 90% of current salary.
  • Large employers will be required to publish their parental and pay policies.
  • Sick pay from day 1 irrespective of earnings.
  • Large employers to publish their full diversity data across the board
  • Increase the use of (name) blind recruitment processes
  • Adding ‘experience of care’ (those who have come up through the care system) and ‘caring’ (those who have caring responsibilities) as new protected characteristics under the current Equality Act, ensuring reasonable adjustments are made by employers so those who have caring responsibilities can provide that care.
  • Parental rights and pay will kick in from day 1 of employment and not from 26 weeks.
  • Launch of an Adjustment Passport which will be a record of workplace adjustments for disabled employees. The recording of this will mean any equipment received by a disabled person remains with the individual if, and when, they decide to move jobs.

It’s safe to say there’s a lot of positives – especially from Lib Dem party who are pushing hard across the family and DEEI agenda. We can only hope this makes workplaces and employees’ entitlements, so much better.

Check out our Employment Legislation blog – part 2

At www.boldmove.co.uk we work with clients to support them in building policies and benefits packages that really do make a difference. Drop Ellie a line ellie@boldmove.co.uk to chat through how BoldMove can help you.

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