Revealed: The Government's 24 Extra Commitments on Workers' Rights which go Way Beyond the New Employment Rights Bill
The Government's new Employment Rights Bill, part of its stated plan to 'make work pay', is packed with wide-ranging pledges to reform British workplaces.
Almost every union has publicly welcomed the changes (contrasting with a frostier reception from employer bodies), introduced in Parliament on Thursday. It came just two days within the Government's pledge to introduce it in their first 100 days.
On its own, the Bill will go some way to adjusting the industrial balance of power - the relationship between workers, employers, and trade unions - after years of anti-union laws and a deregulation agenda from the top.
It will ban most zero hours contracts, introduce new 'access rights' for unions to go into work places to organise employees, repeal the Minimum Service Levels law, and scrap the Conservatives' tough ballot thresholds for strike action in public services, among other things.
Related reading: Labour's Workers' Rights Bill: Nearly 50 Changes Could be in Government's Plan for Employment Rights Law Shakeup
But there's plenty else in the Government's policy document on the Bill that is likely to be ignored. You can compare and contrast it with what was in Labour's pre-election workers' rights plan, the 'Plan to Make Work Pay'.
The Government has announced, by our count, 24 additional commitments that go well beyond the scope of their landmark Bill.
Some of the commitments may not happen, but you'd expect most to occur if unions are to remain friendly with the Labour Government.
The new commitments touch on almost every aspect of working life, from parental leave and carers' rights to workplace surveillance, and health and safety.
They'll also seek to address bigger societal issues such as racial inequality, and the challenges faced by workers with terminal illnesses or those experiencing menopause.
One of the most notable aspects of these pledges is the Government's shift towards a more collaborative approach with trade unions - a 'tripartite' model where Government works with unions and businesses in a more systematic way (as opposed to just stepping in when mega-strikes are on the table).
It is easier said than done, but Labour-run Wales has adopted a similar 'social partnership model' with unions and businesses. Gone will be the "overly conflictual approach" of the past, ministers say.
Proposals include simplifying the union recognition process, allowing more workers to be formally represented by trade unions.
Ministers will also seek views on removing the requirement for unions to have to ballot their members on whether they can maintain 'political funds'. It's an administrative faff for unions which they will be glad to see the back of.
Related reading: Kemi Badenoch's Plans are a Mirror Image of Donald Trump Backers' 'Project 2025' Agenda
The commitments also reflect an acknowledgment of changing work patterns and emerging challenges in the modern workplace.
For instance, the Government plans to consult on a simpler framework for 'worker' status, addressing the complexities of the gig economy and self-employment. Note that the word 'consult' leaves a lot of room for manoeuvre if businesses decide to lobby heavily against it.
There are also pledges to review health and safety guidance in light of issues such as extreme temperatures and long-COVID.
Related reading: 'Keir Starmer is Playing Right Into his Political Opponents' Hands'
Only some of these will be implemented from Autumn 2024, as much will rely on consultation - hence they're not in the Bill yet.
Below we look through what changes are in the works. Business leaders and union representatives will be watching closely to see whether these promises translate into practical changes for workers across the country anytime soon...
24 Workers' Rights Pledges Beyond the Employment Rights Bill
1. Parental Leave Review: The Government's new 'Next Steps to Make Work Pay' document, la
Almost every union has publicly welcomed the changes (contrasting with a frostier reception from employer bodies), introduced in Parliament on Thursday. It came just two days within the Government's pledge to introduce it in their first 100 days.
On its own, the Bill will go some way to adjusting the industrial balance of power - the relationship between workers, employers, and trade unions - after years of anti-union laws and a deregulation agenda from the top.
It will ban most zero hours contracts, introduce new 'access rights' for unions to go into work places to organise employees, repeal the Minimum Service Levels law, and scrap the Conservatives' tough ballot thresholds for strike action in public services, among other things.
Related reading: Labour's Workers' Rights Bill: Nearly 50 Changes Could be in Government's Plan for Employment Rights Law Shakeup
But there's plenty else in the Government's policy document on the Bill that is likely to be ignored. You can compare and contrast it with what was in Labour's pre-election workers' rights plan, the 'Plan to Make Work Pay'.
The Government has announced, by our count, 24 additional commitments that go well beyond the scope of their landmark Bill.
Some of the commitments may not happen, but you'd expect most to occur if unions are to remain friendly with the Labour Government.
The new commitments touch on almost every aspect of working life, from parental leave and carers' rights to workplace surveillance, and health and safety.
They'll also seek to address bigger societal issues such as racial inequality, and the challenges faced by workers with terminal illnesses or those experiencing menopause.
One of the most notable aspects of these pledges is the Government's shift towards a more collaborative approach with trade unions - a 'tripartite' model where Government works with unions and businesses in a more systematic way (as opposed to just stepping in when mega-strikes are on the table).
It is easier said than done, but Labour-run Wales has adopted a similar 'social partnership model' with unions and businesses. Gone will be the "overly conflictual approach" of the past, ministers say.
Proposals include simplifying the union recognition process, allowing more workers to be formally represented by trade unions.
Ministers will also seek views on removing the requirement for unions to have to ballot their members on whether they can maintain 'political funds'. It's an administrative faff for unions which they will be glad to see the back of.
Related reading: Kemi Badenoch's Plans are a Mirror Image of Donald Trump Backers' 'Project 2025' Agenda
The commitments also reflect an acknowledgment of changing work patterns and emerging challenges in the modern workplace.
For instance, the Government plans to consult on a simpler framework for 'worker' status, addressing the complexities of the gig economy and self-employment. Note that the word 'consult' leaves a lot of room for manoeuvre if businesses decide to lobby heavily against it.
There are also pledges to review health and safety guidance in light of issues such as extreme temperatures and long-COVID.
Related reading: 'Keir Starmer is Playing Right Into his Political Opponents' Hands'
Only some of these will be implemented from Autumn 2024, as much will rely on consultation - hence they're not in the Bill yet.
Below we look through what changes are in the works. Business leaders and union representatives will be watching closely to see whether these promises translate into practical changes for workers across the country anytime soon...
24 Workers' Rights Pledges Beyond the Employment Rights Bill
1. Parental Leave Review: The Government's new 'Next Steps to Make Work Pay' document, la
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