Bright BrAInbox, the AI-powered instant HR advice tool, has received thousands of inquiries from employers in recent weeks. The most frequently asked question on BrAInbox? "Can I stop employees from talking about the General Election at work?" This query has been posed 2,726 times since the Election was announced on 22nd May, highlighting the importance of addressing workplace policies during election season.
As the UK General Election approaches on July 4, 2024, employers must consider several key factors:
Workplace Discussions: Employers have the right to set reasonable rules on political talk and symbols in the workplace. It’s important to treat all staff equally—so if you are banning talk and symbols related to one political party, then you should do the same for all parties. Make sure you implement any repercussions set out in your policy in the instance of breaches.
Time Off to Vote: Employers are not legally obligated to grant time off for voting during a General Election. However, businesses can choose to offer this option to their employees. Polling stations typically operate from 7am to 10pm, providing a broad window for voting. If employees request time off, employers can consider adjusting work schedules, allowing the use of accrued leave, or permitting unpaid time off.
Employment Law Changes: The Labour Party manifesto includes commitments to change employment in several key ways, including protecting employees against unfair dismissal from day one, establishing flexible working as a default from day one, and increasing statutory sick pay (SSP). Employers must stay vigilant to changes and seek proactive employment law advice to ensure their policies and processes remain compliant.
Alan Price, CEO at BrightHR, commented: “It’s clear from the influx of questions we’ve been receiving that employers are concerned about the impact of the General Election on their business and workplace policies.”
“Labour, currently leading in the polls since early 2022, has proposed significant workplace reforms, including immediate employment rights from day one, increased sick pay (SSP), and improved job security for zero-hour contract staff. Meanwhile, the Conservatives, although yet to release their full manifesto, have already suggested various changes to employment law, such as reformed industrial action laws and a revamp of the UK’s approach to sick notes. Additionally, they aim to redefine ‘sex’ in the Equality Act based on biological sex.”
“These proposed changes, particularly in the event of a Labour win, will require employers to closely review their HR processes, dismissal policies, and worker rights. As a business leader, ensuring your policies remain up-to-date and legally compliant is no mean feat—and this challenge will become even greater in the aftermath of the General Election. Seeking advice from HR experts will be crucial to protect your business from potential tribunals, tax errors, and legal fees.”
“BrightHR offers 24/7 employment law advice from a team of HR specialists, providing instant support to navigate legislative changes and safeguard your business.”