The King’s Speech: What Does it Mean for Employers?

The King’s Speech took place last Wednesday, establishing the opening of a new government and confirming the commitment to many of the changes Labour promised to deliver. So what employment related changes can we expect in the first 100 days?

The speech heavily referenced employment rights and the introduction of a new Employment Rights Bill was mentioned, which among other changes called for the ban of “exploitative” zero-hour contracts, a reform on fire-and-rehire practices and the establishment of day-one rights such as parental leave and unfair dismissal protection.

Though not explicitly mentioned in the speech from His Majesty, the initial plan proposed by the Labour government also mentioned removing restrictions on trade union activities and that workers have a right to access these unions, indicating that union activity may become more prominent.

Legislations on race equality were also briefly touched upon, with an equal pay law announced in relation to the Draft Equality (Race and Disability) Bill. This Bill will make it easier for marginalised people to make claims against unfair pay, and will also introduce mandatory pay reports in reference to race and disability for employers of over 250 employees.

Further elements of the speech relating to employment include reforming the apprenticeship levy, promising to get people back into work following the COVID-19 pandemic, and regulating the development of AI. As of now (July 2024), we have yet to hear more about these promises but further information will be added in the coming weeks and months as and when it is available.