Isle of Man Department for Enterprise’s Post

🔔 Two weeks left to have your say on Employment Legislation reforms! 🔔 A series of consultations are seeking views on potential reforms to employment legislation. 📋 Topics include: • Parental & caring rights, including redundancy protections, carer’s leave and neo-natal care leave • Annual leave & rest breaks • Employment agency conduct • Trade union legislation (consultation available until 6 January 2025); • Worker & employee rights • Unfair dismissal provisions • Minimum Wage Act operation Your feedback is crucial in shaping the future of the Island's employment legislation, ensuring they align with international standards and make the Isle of Man a competitive and attractive place to work. 🔗 Have your say: https://ow.ly/3Yqg50U3ZA0

🔔 Have your say on Employment Legislation reforms! 🔔 A series of consultations have been launched seeking views on potential reforms to employment legislation. 📋 Topics include: • Parental & caring rights • Annual leave & rest breaks • Employment agency conduct • Trade union legislation • Worker & employee rights • Unfair dismissal provisions • Minimum Wage Act operation Your feedback is crucial in shaping the future of the Island's employment legislation, ensuring they align with international standards and make the Isle of Man a competitive and attractive place to work. 🔗 Have your say: https://ow.ly/yYAw50TkRgn

Schools may be out for summer (or what passes as summer these days!), but the Department for Enterprise has recently launched consultations on seven areas of employment law which will likely be of interest to clients. We are getting into the detail and putting together our thoughts. Watch this space for updates. Meanwhile, we are always happy to chat through possible implications for employment law reform and exchange views. Some light Bank Holiday reading awaits! #cainsiom #employmentlaw

🔔 Have your say on Employment Legislation reforms! 🔔 A series of consultations have been launched seeking views on potential reforms to employment legislation. 📋 Topics include: • Parental & caring rights • Annual leave & rest breaks • Employment agency conduct • Trade union legislation • Worker & employee rights • Unfair dismissal provisions • Minimum Wage Act operation Your feedback is crucial in shaping the future of the Island's employment legislation, ensuring they align with international standards and make the Isle of Man a competitive and attractive place to work. 🔗 Have your say: consult.gov.im

The Regulatory Systems (Immigration and Workforce) Amendment Bill has been introduced to Parliament today. This Bill amends many Acts including provisions of the Employment Relations Act 2000, Health and Safety at Work Act 2015, and Parental Leave and Employment Protection Act 1987. The Bill makes a number of technical changes. In relation to the Employment Relations Act 2000, the Bill clarifies that an employer’s obligation to retain an individual employment agreement or intended agreement includes obligations to ensure that the employee does not hold the only copy of the agreement or intended agreement and the employer’s copy of the agreement or intended agreement is readily accessible. It also adds s 65(1)(a) of the Employment Relations Act 2000 which requires an individual employment agreement to be in writing to the list of provisions which if breached is an infringement offence.

Thanks for sharing Simon. This is a huge change to expand notifiable incidents! Need to watch this one with interest. Part 4 Amendments to Health and Safety at Work Act 2015 15Principal Act This Part amends the Health and Safety at Work Act 2015. 16Section 24 amended (Meaning of notifiable incident) (1) Repeal section 24(1)(m). (2) After section 24(2), insert: (3) In this Act, unless the context otherwise requires, a notifiable incident also means any unplanned or uncontrolled incident in relation to a workplace that— (a) could expose a worker or any other person to serious risk to their health or safety; and (b) is declared by regulations to be a notifiable incident for the purposes of this Act.

📰 What Could Labour Government Mean for UK Employment Law? As we edge closer to the Labour Government's new term, there's considerable speculation about potential shifts in UK employment law. 🇬🇧 With promises focused on workers' rights and workplace equity, we may soon witness significant changes that impact businesses and employees alike. A key area where we might see reform is in zero-hour contracts. Labour has frequently voiced its opposition to these contracts, proposing more secure, predictable contracts instead. This could provide peace of mind for stable employment but also create challenges for employers needing flexibility. Moreover, increases to the National Minimum Wage have been a staple in Labour's agenda, aiming to further support fair pay initiatives. 📈 Another anticipated change involves expanding parental leave policies and improving protections for "gig economy" workers. These adjustments could help foster a more inclusive and supportive working environment. I'd love to hear your thoughts on these potential changes and the impact you feel this may have, please share below... #EmploymentLaw #UKPolitics #HumanResources #oakleafpartnership

The Labour Party has delivered on its manifesto pledge to put forward legislation introducing major employment law reforms within its first 100 days in government. The publication of the Employment Rights Bill on 10 October 2024 represents one of the most significant legislative developments UK employers have seen in an entire generation. The UK Government has announced that the Bill contains 28 employment reforms, all of which were alluded to in its pre-election “Plan to Make Work Pay“. In our latest briefing, HFW's Michelle Chance and Lydia Cammiade outline some key provisions of the Bill that UK employers of all shapes and sizes need to keep an eye on and start planning for. Read the full briefing here: https://lnkd.in/eC6Jcpdi For more information about how the Employment Rights Bill may impact your business, please reach out to Michelle or Lydia. Our UK employment team is ready to help employers navigate this new world of employment reforms and the next evolution of the employer/employee relationship. To find out more about our Employment capabilities, visit: https://lnkd.in/gZ6SFCZT #LabourGovernment #ManifestoPledge #EmploymentLaw #EmploymentRightsBill #PlanToMakeWorkPay #Employers

📢 Big Changes Ahead: Employment Rights Bill Introduced! The government has unveiled the Employment Rights Bill, set to bring 28 notable employment reforms. Key changes include ending zero-hours contracts and introducing guaranteed hours for regular schedules, providing much-needed earnings security across the UK. The bill also abolishes fire-and-rehire practices and removes the two-year qualifying period for unfair dismissal protections, enhancing job security from day one. A new Fair Work Agency will be established to ensure compliance with holiday pay regulations and offer employer guidance. #EmploymentRights #WorkplaceReform #UKEmploymentLaw

It's all change at number 10! Here's what our new Labour government plan to change in the world of Employment in the next 100 days: ⛔ Banning 'exploitative' zero-hours contracts 🔥 Ending the practice of fire and re-hire 📏 Introducing day-one employment rights including parental leave, sick pay, and unfair dismissal protection 💪 Strengthening the collective voice of workers, including through trade unions 👮♀ Creating a Single Enforcement Body to ensure employment rights are upheld 🤑 Ensuring the National Minimum Wage is a genuine living wage, through means such as removing age bands