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June 2024 - General Election Manifesto Plans

Last updated: 17 June 2024 at 19:25:49 UTC by Andrew Everard

COUNCIL NEWS

June 2024

1. The Labour Party Manifesto

2. The Conservative Manifesto

3. The Liberal Democrats Manifesto

4. Statutory Pay Rates from April 2024

1. The Labour Party Manifesto plans are:

1) Employee Status. Agency Workers and those not classed as Employees, will be provided with greater security, including sickness and holiday pay, parental leave and protection from Unfair Dismissal. The purpose is to remove the ability to treat such individuals as being self-employed.

2) Day One Rights. The purpose is to remove qualifying periods for family friendly rights and dismissal protection.

Statutory Maternity and Paternity Pay will become a day one entitlement.

Also claims for Unfair / Constructive Dismissal will become a day one entitlement, rather than having to wait for 2 years.

3) Statutory Sick Pay. Will be significantly increased to be closer to the Employee’s normal pay. The purpose is to stop workers forcing themselves into work when they are ill. As is currently the case, this would not be recoverable by Councils.

4) Ban Zero Hours Contracts. These are to be replaced with Guaranteed Minimum Hours Contracts. Anyone working regular hours for 12 weeks or more will be issued with a regular/permanent hours contract. There will be statutory notice periods for allocating and changing shifts to workers.

5) Protection for Home Working. Working hours for home and hybrid workers would be limited to contractual hours only. This is intended to prevent 24/7 working. There would be restrictions on communication such as emails, WhatsApp messages to home working Employees outside of their normal working hours.

6) Extended Maternity and Paternity Leave. No details given.

7) Tighter Health and Safety Legislation

2. The Conservative Manifesto plans are:

1) Overhaul the Fit Note System to move responsibility for signing workers of work from GP’s to other health care professionals. This has been welcomed in some quarters as a means of addressing “sick note” culture, and stopping people abusing their sick pay entitlement. The concern is how will it happen? Who are the other health care professionals? How will the Government be able to set up this system in the current health service?

2) The Implementation of Minimum Service Level Agreements. This will require key professions such as health workers, teachers and transport workers to ensure a minimum level of service delivery in the event of industrial action.

3) Cut National Insurance to 6% from 2027.

4) Abolish National Insurance for self employed by the end of the next Parliament.

3. The Liberal Democrats Manifesto plans are:

1) Establish a new “Dependent Contractor” employment status. This would be between that of Employee and Self-Employed person. Dependent Contractors would be entitled to sick pay, holiday pay and the national minimum wage. Some have pointed out that the status of “worker” as defined in the Employment Rights Act 1996 already fills this definition.

2) Zero hours Workers to earn 20% above the national minimum wage rate. This is intended to compensate them for the uncertainty of their working hours. The point has been made that this may encourage more people to accept zero hours contracts at a time when their use is being questioned as unethical.

3) Change the burden of proof in Employment Tribunals. The Council / Respondent, would be presumed automatically responsible for the allegations in the claim, and would have to prove “their innocence”.

4) Remove the £123 per week qualifying earnings for SSP.

4. Statutory Pay Rates from April 2024

Shared Parental Pay (ShPP)

Statutory rate of £184.03 or 90% of employee’s weekly earnings if lower.
Maternity Pay (SMP)

6 weeks at 90% of average weekly earnings. Then statutory rate of £184.03 or 90% of employee’s weekly earnings if lower.
Adoption Pay (SAP)

6 weeks at 90% of average weekly earnings. Then statutory rate of £184.03 or 90% of employee’s weekly earnings if lower.
Paternity Pay (SPP)

Statutory rate of £184.03 or 90% of employee’s weekly earnings if lower.
Parental Bereavement Pay (SPBP)

Statutory rate of £184.03 or 90% of employee’s weekly earnings if lower.

Statutory Sick Pay (SSP)

£116.75 pw for 28 weeks subject to earnings (average £123 per week)

Minimum Wage from April 2023

Workers aged 21 and over (National Living Wage) £11.44/hour

Workers aged 18–20 £8.60/hour

Workers aged 16-17 £6.40/hour

Apprentices under 19, or over 19 and in first year £6.40/hour

PROFILE

Chris Moses LLM Chartered FCIPD is Managing Director of Personnel Advice & Solutions Ltd. He is a Chartered Fellow of the Chartered Institute of Personnel and Development, and has a Master’s Degree in Employment Law. If you have any questions regarding these issues please feel free to contact him on (01529) 305056 or email p.d.solutions@zen.co.uk