China Jordan’s Post

Long term sick now more of an issue than unemployment. The leading cause of long term sick? Mental health, which accounted for 63% of long-term absences. Labour promise to shake the workplace up with their 'new deal'. Proposed policies include: 1️⃣ Abolishing zero hour contracts 2️⃣ Default right to flexible working 3️⃣ Wider coverage for statutory sick pay 4️⃣ Stronger rights for trade unions to enter workplaces and bargain with employers 5️⃣ The right to disconnect They definitely have their work cut out. Will their proposed policies make a change? What additional things do they need to consider?

Does Statutory Sick Pay need a reform? Research by Trades Union Congress (The TUC) shows 7 million workers have to wait 3 days for sick pay under current rules. In my view all statutory payments and access need a reform, including increase in payments and day one accessibility. More of my thoughts along with others for People Management magazine in the following link https://lnkd.in/gHXmDasE #HR #Wellbeing #Inclusion

There is often confusion around the rules of Statutory Sick Pay (SSP) and Company Sick Pay, and the regulations are likely to be changed soon by the Labour government. Read our blog to find out more: https://lnkd.in/e8-XCQF3 #hradvice #hrsupport #employmentlaw #sickpay

BIG BREAKING NEWS So, day 98 of Labour’s first 100 days…… and we have confirmation of the 28 changes (out of the initial 60!) proposed.

These cover: 1. Removing the two-year qualifying period for unfair dismissal claims. 2. Instigation of a statutory probation period (9 months), bringing a day one right to unfair dismissal for all workers. 3. Exploitative Zero Hour contracts will be banned. The key word being ‘exploitative’. 4. Fire and Rehire practices will be made unlawful. 5. Flexible working will be available for everyone "where practical". - define where practical! 6. Making Statutory Sick Pay (SSP) payable from day one of absence and removing Lower Earning Limit (LEL).- this will make sickness absence far more attractive, so check you have policies for sickness absence tracking which are based on fact. 

This won’t be an overnight implementation. The Labour government will start a period of consultation on these and other proposed changes.The advice from the CIPD and HR professionals is for employers to look to introduce policies, procedures and preventative measure to, where possible, avoid damaging claims and costly tribunal action. If you need us we’re here. @pragmatichr www.pragmatichr.net Info@pragmatichr.net 07967199490

The Labour Party’s proposed Employment Rights Bill aims to strengthen workers’ protections in the UK. Regarding statutory sick pay, Labour’s plan would mean: 1. Increasing Sick Pay Coverage: Labour proposes making statutory sick pay (SSP) available to all workers, including those on low pay and in insecure work (like zero-hours contracts). Currently, many workers don’t qualify for SSP because their earnings are below a certain threshold. Labour’s reform would make sick pay universal. 2. Increasing Sick Pay Levels: Labour has also signaled that it plans to increase the rate of SSP. At present, statutory sick pay is relatively low, which often forces workers to return to work prematurely for financial reasons. Labour would look to boost the level to ensure it provides adequate support during illness. 3. Immediate Eligibility: Labour has suggested removing the current waiting period for SSP. Presently, workers have to wait four days before they can claim statutory sick pay. Labour’s reforms would ensure SSP starts immediately from the first day of illness. These changes would enhance workers’ rights by improving financial security when ill, encouraging people to take time to recover rather than returning to work early due to economic pressure. But can business (more SME’s) afford to implement these new leglative changes It’s just a question. Please note I’m only asking the question at this moment in time I do not agree or disagree with the changes!

As part of Labour's Plan to Make Work Pay, they’re proposing to scrap the qualifying period for Statutory Sick Pay (SSP), meaning the current 3-day waiting period could be eliminated. 💰 This could bring significant additional costs to employers and make proactively managing sickness absence a top priority, especially with plans to increase SSP payments as well. Many businesses struggle with managing short-term repeat absences and ensuring consistent application of absence policies—especially across large teams. When absence triggers are missed, it leads to inconsistencies and greater costs for businesses. 🚨 Does this sound familiar? Transform your approach to sickness absence management with empower® and see a 10% reduction in sickness absence costs. 🔸 Want to find out more? Read this case study. https://hubs.la/Q02QxJL10 🔹And for more on the proposed changes to employment law, download this helpful checklist https://hubs.la/Q02QxD3g0 #EmploymentLawReform #100days #SicknessAbsence #EmployeeRelations #CaseManagement

So the general election is on.... What could a change in Government mean for businesses? If Labour gets in, this is what could be coming down the line...TBC! I think the Breathing Space HR team could be busy updating policies this summer... 1. Extension of Unfair Dismissal and Redundancy Rights Labour plans to eliminate the qualifying period required for individuals to claim basic employment rights, such as unfair dismissal and redundancy pay. Currently, employees must have two years of service to be eligible for these claims. Labour intends to make these rights available from the first day of employment. 2. Lengthening of Tribunal Limitation Periods Labour proposes extending the time limit for filing employment tribunal claims. The current limit is three months from the date of the incident. 3. Broadening of Statutory Sick Pay Entitlement Presently, employees must be absent for more than three consecutive days to qualify for statutory sick pay (SSP). Labour plans to make SSP available from the first day of sickness absence and remove the lower earnings eligibility threshold. 4. Changes to Employment Status Labour intends to consult on creating a simpler framework for employment status, currently divided into 'worker', 'employee', and 'self-employed', with employees having the greatest protection. The aim is to accurately reflect the variety of employment relationships in the UK while allowing workers to maintain flexible working options. Any changes are expected to have significant practical and financial impacts on employers. 5. Changes to Secure More Predictable Working Patterns Labour is committed to ending ‘one-sided flexibility’ and contracts without guaranteed hours. The New Deal proposes that anyone working regular hours for 12 weeks or more should have the right to a regular contract. It also includes provisions for reasonable notice of shift changes and compensation for shifts cancelled without proper notice. 6. Extension of Flexible Working Rights Labour aims to make flexible working the default from day one of employment. Employers will still be able to decline flexible working requests based on business needs but only under 'reasonable' circumstances. 7. Ban on ‘Fire and Rehire’ Labour previously indicated a desire to ban the practice of 'fire and rehire' entirely. However, recent reports suggest Labour may adopt a more business-friendly approach moving forward. 8. Greater Trade Union Support Labour has pledged to provide more support for trade unions through new rights and protections. #BSHR #HRConsultancy #GeneralElection #PolicyChanges #Yorkshire

📧 Labour’s proposed ban on after-hours work emails risks pushing down wages, the Institute for Fiscal Studies (#IFS) has warned. The IFS said #Labour’s “new deal for working people” would raise costs for businesses and force many to either lower pay or hours to cope. “It is important not to over-claim: these policies are not a free lunch for workers,” the think tank said. “We would generally expect much, and potentially close to all, of the cost of the benefit to be passed through to lower #wages.” Labour has proposed a raft of pro-worker regulations, including quicker access to statutory sick pay, making paternity leave available to fathers from their first day of employment and a “right to switch off”. This means that #employers are banned from requiring workers to read and respond to emails outside their contracted working hours. The IFS said that these extra benefits represent costs to employers, which are ultimately passed on to workers. Read more: https://lnkd.in/efb6nK8N

💼 Did You Know? Your daily wage could be the key to unlocking sickness benefits under the ESI Act! 🚑💰 The Standard Benefit Rate isn’t just a number—it’s a lifeline for employees during tough times. Curious how it works? Let’s break it down! ⬇️ #HRManagement #EmployeeRights #WorkplaceCompliance #ESIUpdates #HRBestPractices #LabourCompliance #PayrollManagement #EmployeeCare #HRProfessionals #StandardBenefitRate  #SicknessBenefits #ComplianceExperts #WorkplaceRegulations #BenefitsAdministration #LabourWelfare #ESIBenefits #ComplianceSolutions #HRSupport #WorkplaceWellbeing