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Labour plans employment bill to extend worker rights An election pledge from Labour was to ‘make work pay’ by giving employees’ day-one rights which has had mixed reactions from business leaders This marked a ground-breaking initiative for the government as Deputy Prime Minister Angela Rayner engaged with labour unions and key industry bodies, such as the CBI and Federation of Small Business, to deliberate on the bold Make Work Pay strategies. Rayner's promises will begin with prohibiting zero-hours agreements, which, although they can be taken advantage of, can also benefit both workers and companies. A study by Indeed Flex indicates that 54% of HR leaders in the UK are backing this decision. The lowest wage will be adjusted to a real living wage, established by the Low Pay Commission, to accurately reflect the actual expenses of daily living and mirror the living expenses. Moreover, age categories will be removed, ensuring that all individuals receive equal access to the same minimum wage, although no specific date has been set for its implementation. #Labour #NationalLivingWage #Minimumwage #AngelaRayner #WorkerRights #ZeroHours

Labour plans employment bill to extend worker rights An election pledge from Labour was to ‘make work pay’ by giving employees’ day-one rights which has had mixed reactions from business leaders This marked a ground-breaking initiative for the government as Deputy Prime Minister Angela Rayner engaged with labour unions and key industry bodies, such as the CBI and Federation of Small Business, to deliberate on the bold Make Work Pay strategies. Rayner's promises will begin with prohibiting zero-hours agreements, which, although they can be taken advantage of, can also benefit both workers and companies. A study by Indeed Flex indicates that 54% of HR leaders in the UK are backing this decision. The lowest wage will be adjusted to a real living wage, established by the Low Pay Commission, to accurately reflect the actual expenses of daily living and mirror the living expenses. Moreover, age categories will be removed, ensuring that all individuals receive equal access to the same minimum wage, although no specific date has been set for its implementation. #Labour #NationalLivingWage #Minimumwage #AngelaRayner #WorkerRights #ZeroHours

Never mind, the quality, feel the width. You can ban abuse or you can heave the baby out with the bath-water. Angela Rayner, the deputy prime minister, business secretary Jonathan Reynolds and Justin Madders, the employment rights minister, are set to meet with union leaders and business representatives today, including the CBI and FSB, to discuss Labour's 'Make Work Pay' reforms aimed at addressing the issues surrounding zero-hours contracts. With over one million workers currently on such contracts, a Government source noted the insecurity they create, stating: "It cannot be right that someone on a zero hours contract can have their shift cancelled at the last minute on the bus to work." While the Government does not plan to ban zero-hours contracts entirely, it aims to ensure that vulnerable workers are protected. If you are called in for a shift and trade is slow, that should be the employer’s problem, just like setting shifts in advance – what ever happened to management?

The Labour Employment Bill is set to introduce sweeping reforms, with many expected to come into effect by 2026. For trade union-recognised workplaces, these changes will bring new opportunities and challenges. 🔑 Key Changes Expected: Day-one unfair dismissal rights: No more waiting periods to challenge dismissals, impacting how performance and dismissal cases are handled. Collective bargaining expansion: Trade unions will have increased powers to negotiate pay and working conditions, shifting employer-union dynamics. Zero-hour contract reforms: Employers must offer fixed hours, giving workers more stability but requiring workforce planning adjustments. Flexible working by default: Likely to be introduced by 2026, requiring HR to reassess job design and policies to accommodate these rights. 💡 How HR Can Adapt: 1️⃣ Proactive Policy Reviews: Ensure contracts and policies align with the proposed reforms ahead of time. 2️⃣ Upskilling Managers: Equip leaders with training to navigate increased employee rights and manage cases fairly. 3️⃣ Strengthen Collaboration: Build positive relationships with trade unions to negotiate effectively and align on shared goals. 4️⃣ Strategic Workforce Planning: Prepare for fixed-hour requirements and flexible working requests to avoid disruptions. With changes on the horizon, HR has an opportunity to lead the way in shaping fairer, more progressive workplaces. Are you ready for what’s ahead? #LabourEmploymentBill #WorkplaceReforms #TradeUnions #HRLeadership #FutureOfWork

Count it. One of Australia's leading labour economists, Jeff Borland, said we tend to focus on inequality in earnings because they're such a key part of what workers get from their work. Also, we can easily count them. But the 'conditions gap' is real — and it's likely much larger than we'd previously thought.  "It's increasingly being recognised that non-monetary benefits and features of work also have a big impact on workers' job satisfaction," he says. "Hence that inequality in those non-monetary benefits should also be factored in to thinking about inequality." One third on top pay Professor Borland cites a UK study that suggests our 'casual loading' should be a full one-third of the hour rate again. Currently, casuals receive 25 per cent of their hourly rate on top, to compensate for not getting conditions like sick leave and holidays. That UK study, 'The true returns to the choice of occupation and education' from the Centre for Economic Performance said the value of those benefits is vastly more, at least 33 per cent. The UK study across a broad range of jobs analysed “full earnings”: the sum of earnings and the value of non-money rewards, in 90 different occupations. “Data on earnings alone substantially underestimate the true level of inequality in the labour market." Even saying that conditions and benefits should be valued at one-third of wages could be a massive underestimation. When education is taken into account, the deviation between earnings and non-money rewards explodes: from 29 per cent for the lowest-educated to a whopping 65 per cent for respondents with a degree.

Labour’s 'Make Work Pay' plan aims to transform the workforce by banning zero-hours contracts, ensuring all workers receive day-one rights such as sick pay, and raising the minimum wage to a true living wage. This initiative prioritises fairness and improved living standards for workers but also seeks to maintain strong collaboration with businesses throughout the process. Stay informed and see how these changes might impact you. 📞 01293 521191 🖥️ https://heyor.ca/W8NVbx #MakeWorkPay #LabourPolicy

✊ How union members won the eight hour day: On 21 April 1856, stonemasons in Melbourne put down their tools and walked off the job in protest over their employer's refusal to accept their demands for reduced working hours. From this action, union members won the eight hour day. Today, we proudly remember them and their struggle. But we know, this struggle does not just belong to the past. Too many workers today are denied decent and liveable working hours. Either working way beyond eight hours, or struggling to get enough hours each week to make a living, a genuine work-life balance is out of reach for too many workers. This is why we need strong unions. Our opponents are taking us back to the past – reducing our working rights, and making things tougher for workers. Inspired by the past, unions campaign today for a better future for working people. Via Australian Council of Trade Unions (ACTU)

Labour Day is a reminder that a living wage is not just a fair compensation; it is a fundamental right for every worker. It represents a small but crucial part of our overall remuneration, reflecting the value of our labor and ensuring a dignified life for all workers. Today, we stand together in solidarity, advocating for fair wages and better working conditions for everyone. #InternationalWorkersDay #workerrights #Hardwork #solidarity #wages #labourday #internationallabourday

A very interesting perspective on what can happen when the all or nothing bargaining demands of one group of workers has negative impact on workers overall. Worth a read. https://lnkd.in/e98QNfuj