In the recent King’s Speech (17th July 2024), multiple new bills were introduced. As a result, we’ve done a round-up of all the legal changes (relevant to Slater Heelis), so you’re up to date on all that’s happening.
Criminal Law:
- Respect orders: A revamped form of Asbos – will give police powers to place restrictions on adults to tackle anti-social behaviour. Breaching the orders would be a crime, punishable by imprisonment and/or a fine.
- The new Crime and Policing Bill will give police new powers to quickly remove noisy dirt and quad bikes that are causing havoc in neighbourhoods. As part of the crime crackdown, an extra 13,000 neighbourhood police officers and PCSOs will be deployed.
- The Bill will also make assaulting a shop worker a specific offence and scrap the £200 limit on the amount of goods stolen, so police will be required to investigate such “low-level” thefts.
- It will also close loopholes which allow the sale of ninja swords and samurai swords, the type of weapon used to kill 14-year-old Daniel Anjorin in London earlier this year. Tech firm executives will face up to two years in jail if banned zombie knives and machetes are sold on their platforms under the new law.
- A Terrorism Bill will introduce Martyn’s Law, under which premises will be required to take preventative measures to mitigate against a terror attack. It is named after Martyn Hett, one of 22 victims of the Manchester Arena attack in 2017.
- A Victims’ Bill will give courts powers to force convicted offenders to attend their sentencing hearings, while there will be restrictions on the ability of sex offenders to change their names.
Property Law:
- A Planning and Infrastructure Bill will speed up the planning process to help build 1.5 million homes by 2029.
- There will also be a reform of compulsory purchase rules to ensure that money paid to landowners is fair but not excessive.
- Renters’ Rights Bill: Legislation to give greater rights and protections to renters, including fulfilling the Conservatives’ failed promise to end no-fault evictions, giving tenants the right to request a pet, applying a Decent Homes Standard to ensure homes are safe and making it illegal for landlords to discriminate against tenants in receipt of benefits or with children.
- Draft Leasehold and Commonhold Reform Bill: This bill will enact the remaining Law Commission recommendations on reforming the leasehold system, including removing the threat of forfeiture and tackling unregulated and unaffordable ground rents. It will be part of a plan to ultimately end the leasehold system, reinvigorating commonhold through a comprehensive new legal framework.
Employment:
(i) An Employment Rights Bill committed to delivering Labour’s plan to “make work pay”. Its key commitments include:
- Granting certain “day one” employment rights to all workers, including unfair dismissal rights, parental leave, sick pay and right to request flexible working the default from day one, which will require employers to accommodate this as far as reasonable from day one. These are significant changes and will have a large impact, particularly the “day one” unfair dismissal rights. Currently, employees must have 2 years of continuous service before they have the right to bring a claim for unfair dismissal. Rights to not to be unfairly dismissed from “day one”, will mean that employers must ensure that they follow fair processes from day one.
- banning exploitative zero-hour contracts, ensuring that workers have a right to a contract that reflects the number of hours they regularly work.
- Ending the practice known as “fire and rehire”.
- Women returning from maternity leave will enjoy enhanced protection, meaning that those returning from maternity leave cannot be dismissed for at least 6 months, other than in certain specific circumstances.
- Changing statutory sick pay by removing lower earnings limits and the current 3 day waiting period.
- Updating trade union legislation
- Simplifying statutory recognition of trade union processes and ensuring that workers and union members have a reasonable right to access a union within the workplace.
(ii) The speech also referred to the draft Equality (Race and Disability) Bill. This bill intends to give ethnic minorities and disabled people the full right to equal pay and introduce mandatory disability pay gap reporting for large employers with more than 250 employees.
Laura Burnett, Associate in the Employment Team commented in light of the proposals:
“Employers will need to be prepared if these changes come into force, especially for potential day one unfair dismissal rights. Previously employers could shorten the dismissal process and avoid lengthy investigations for employees with less than two years’ service and no discriminatory factors. However, if this change does come into effect, then employers will need to ensure they follow fair processes for all employees from day one. Employers should have a thorough induction process for new starters, setting out clear parameters employees should adhere to in respect of conduct and performance from day one. Setting clear expectations from the start of employment will enable employers to deal with poor performing or troublesome employees more effectively.”
In terms of action points for employers, pending receiving more details about these proposed changes, we would recommend that employers consider the following:
- Review recruitment processes to make them more robust to assist in ensuring they recruit the right candidates
- Make use of probationary periods in contracts of employment and ensure employees are aware of the targets and expectations of the role from day 1
- Ensure effective processes/procedures are in place to monitor absences and performance
- Ensure investigation and disciplinary policies are up to date and in line with the ACAS Code of Practice, and if the proposals are brought in, removing any short service dismissal processes
- Provide training to managers to ensure that they are equipped to deal with management processes and that they are aware of the proposed changes in the law and how this will impact on the management of teams
- Review any casual worker contracts and working arrangements to identify and determine if current working practices may be affected by the proposals
- Consider ways to improve employee relations and incentivise staff if you are looking at undertaking restructuring or making changes to terms and conditions of employment
At Slater Heelis, our award-winning team is here to support you every step of the way for whatever legal support you require. Contact a member of the team at 0330 111 3131 or via our contact form, here.