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General Election 2024 — proposed policies for employers and employment law

AuthorsJoseph ShelstonSusan McKenzie

6 min read


General election sign outside Parliament

A change of government could herald the biggest shift in employment rights since the 1990s, with the UK’s main political parties engaging with the issue of jobs and the rights of individual employees in very different ways. 

This leaves employers bracing for the outcome of the election, which could have a major impact throughout the country. 

Here, employment law specialists Joseph Shelston and Susan McKenzie outline some of the key areas of focus for The Conservative Party, The Labour Party and The Liberal Democrats on employment law.


The Conservative Party

The Conservative Party manifesto contains a number of policies relating to work, including:

While a number of consultations have taken place, there have been limited changes to employment rights under the current government, with many of the changes we’ve seen resulting from private member’s bills.


The Labour Party

In its manifesto, Labour commits to implementing its ‘Labour’s Plan to Make Work Pay: Delivering A New Deal for Working People’. 

This contains a large number of work-related policies — most notably, the introduction of a draft Employment Bill within the first 100 days in office. 

There are some potentially significant changes proposed by Labour, including:

It’s surprising that Labour’s plans around employment law haven’t attracted more attention in the run up to July’s vote. Employers and their representatives must be ready to play an active part in the consultation processes that are likely to follow.


The Liberal Democrats

The Liberal Democrats manifesto sets out their work-related policies, including:


What about legislation that’s due to come into force after the general election?

Various pieces of employment-related legislation have taken effect during the last Parliament, such as carer’s leave, changes to paternity leave, enhanced redundancy protection and the right to request flexible working becoming a day-one right.

Many more are scheduled to come into force after the general election. These include the Statutory Code of Practice on dismissal and re-engagement (commonly known as ‘fire and rehire’ and due to come into force on 18 July 2024), duty to prevent sexual harassment (due to come into force in October 2024) and neonatal care leave and pay (expected to come into force in April 2025).  

We’ll have to wait and see what happens with those pieces of legislation, as well as any others that were passing through Parliament. Their future will likely be determined by whichever political party (or parties) finds itself in power after the general election. 


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If you have questions about how any employment-related policies or legislative changes may affect your business, talk to our experts by completing our contact form below.

Susan McKenzie

Susan is a Solicitor in our employment team.

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CLP 6250 Susan Mc Kenzie

Joseph Shelston

Joseph is a Partner in our employment team.

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Joe Shelston

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