UK Unions Support New Worker Rights Legislation

Unions across the United Kingdom have expressed strong support for government plans to implement significant improvements in job security and benefits for workers. The proposed legislation aims to introduce measures such as sick pay, maternity pay, and protection against unfair dismissal from the very first day of employment. Reports suggest that the government will present this bill imminently as part of their ambitious efforts to bolster labor rights within the first 100 days of their administration.

Nicola Smith, head of employment at the Trades Union Congress (TUC), commented on the anticipated legislation, stating, “We’re expecting that this bill is going to be part of the government’s positive and ambitious plan to make work pay and that that is going to boost incomes and raise living standards across the UK.” Smith acknowledged the necessity of awaiting the bill’s details upon its publication but emphasized its potential to significantly enhance job quality nationwide.

The proposed bill is expected to include day-one protections against unfair dismissal and extend statutory sick pay and maternity benefits to start on an employee’s first day rather than after a waiting period. This move could benefit over seven million workers currently not entitled to sick pay until the fourth day of illness and those earning less than £123 per week.

Furthermore, the Labour government is anticipated to introduce provisions allowing women to apply for maternity pay from their first day at work and improve protections against dismissal upon their return. Proposals also include increased paternity rights for fathers.

While these changes are welcomed by unions, ministers have reportedly decided against establishing a statutory “right to switch off,” which would regulate after-hours communication in businesses. Instead, companies will be encouraged to form their own guidelines on the matter.

In addition, changes to probationary periods may be implemented, reducing them to six months. However, employers might still possess the ability to dismiss workers during these periods without a complete performance management process, provided they issue a letter explaining the reasons.

Commenting on the developments, a spokesperson from the Department for Business and Trade said they do not comment on speculation, as many await the official publishing of the bill next week.