The General Election – an overview on what each party says


  • Workers’ rights conferred on British citizens from the EU will remain;
    • Note: no mention is made of any of the measures that will be amended/repealed when the UK exits the EU but the Great Repeal Bill will convert EU law into UK law when Brexit happens. It would be at this point that Parliament would be able to pass legislation to amend, repeal or improve any EU derived law.
  • EU Charter of fundamental rights will not be brought across into UK law but the conservatives would consider “our human rights legal framework when the process of leaving the EU concludes”;
  • The National Living Wage would continue to be increased to 60% of median earnings by 2020;
  • The Taylor Report’s review on the “gig economy” will be considered and they will act to ensure people working in the gig economy are all properly protected;
  • Listed companies would be required either to nominate a director from the workforce, create a formal employee advisory council or assign specific responsibility for employee representation to a designated non-executive director;
  • A right for employees to request information relating to the future direction of the company, subject to safeguards;
  • A new right to request unpaid time off for training for all employees:
    • Note: a right to request time off for training only currently applies to employees in Great Britain with 250 or more employees.
  • Strengthen the entitlement to flexible working to help those with caring responsibilities for young children or older relatives;
  • The introduction of child bereavement leave;
  • Proposals to help women and carers acquire the skills and experience to return to the workplace after taking time out;
    • Note: no specific details are given but employers would be offered support to take on parents/carers
  • Legislate to make executive pay subject to annual votes by shareholders;
    • Note: at present quoted companies are subject to a binding vote at least every three years on remuneration policy; and must submit an annual report on directors’ remuneration which is subject only to an advisory vote;
  • Commission an investigation into the use of share buybacks with a view to ensuring they cannot be used artificially to hit performance targets and inflate executive pay;
  • Amend health and safety regulations requiring employers to provide appropriate first aid training and needs assessment for mental health, as they currently do for risks to physical health;
  • Extending the Equalities Act 2010 protection to cover discrimination against those suffering from mental health conditions which are “episodic and fluctuating”;
  • Extension to the mandatory gender pay gap reporting by requiring large employers to publish more data;
  • Review the application of the exploitation in the Modern Slavery Act and strengthening criminal sanctions.

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  • All rights (including employment rights) guaranteed under EU law are protected post Brexit;
  • Abolish the Great Repeal Bill and in its place introduce an EU Rights and Protections Bill guaranteeing all existing protections under EU law;
  • A ban on zero hour contracts and unpaid internships;
  • Workers who work “regular hours” for more than 12 weeks have the opportunity to switch to a “regular contract”;
  • Extending the rights of employees to all workers, including shared parental pay;
  • Creating a presumption that a worker is an employee unless an employer proves otherwise;
  • A dedicated commission set up to modernise the law around employment status
  • Raising National Minimum Wage for all workers aged 18 or over to the level of the National Living Wage;
  • Increasing the scope of the current 30 hours of free childcare to include all 2 year olds and issue subsidies in addition to free hour entitlements;
  • Consultation on the extension of childcare provisions to include one year olds;
  • Introduction of 4 new bank holidays;
  • Abolish tribunal fees;
  • Double paid paternity leave to four weeks and increasing paternity pay;
  • Extending maternity pay to 12 months;
  • Strengthen protection for women against redundancy related to maternity and pregnancy including extending the time period for claimant’s lodging a maternity discrimination claim from 3 to 6 months;
  • Introduce mandatory workplace risk assessments for pregnant women;
  • Introduce legislation on statutory bereavement;
  • Prohibiting umbrella companies/other structures aimed to limit employment rights;
  • Introduction of legislation giving end user organisations and agencies joint responsibility for ensuring the employment rights of agency workers are upheld and protected;
  • Enhance the Equality Act to make it easier for disabled workers to challenge discrimination at work;
  • Plans to: amend the takeover code to ensure workers are protected during M & A transactions; scrap the 2014 TUPE changes; and introduce a “right to own” policy that will make employees the “buyer of first refusal when the company they work for is up for sale”.

For further information see

Liberal Democrats

  • The final brexit deal to be subject to a referendum;
  • Freedom to wear religious or cultural dress;
  • Opposition to any attempt to withdraw from the European Convention on Human Rights or water down the Human Rights Act 1998;
  • Extend requirements on companies to strengthen responsibility for supply chains;
  • Extend the 15 hours a week free childcare provision to all two year olds and children of all working families from the end of paid maternity/paternity/shared parental leave with the long term goal being to increase it to 30 hours.
  • Paternity, shared parental leave and flexible working to be a “day one” right;
  • Additional month’s paid parental leave on the basis of “use it or lose it”;
  • A promise to stamp out abuse of zero hour contracts creating a formal right to request a fixed contract;
  • Consultation on introducing a right to make regular patterns of work contractual after a period of time;
  • Abolish tribunal fees;
  • Encourage the creation of a “good employer” kite mark recognition;
  • Strengthen enforcement of employment rights;
  • Encourage employers to promote employee ownership.

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Published: 31 May 2017

Article Sections: Miscellaneous

Archives: 2017 | May

The data contained within this document is for general information only. No responsibility can be accepted for inaccuracies. Readers are also advised that the law and practice may change from time to time. This document is provided for information purposes only and does not constitute legal advice. Professional legal advice should be obtained before taking or refraining from any action as a result of the contents of this document.