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What WILL The Election Mean For Employment Law?

With the general election just over 2 weeks away, we have a brief look at the three main parties’ manifestos with regards to how they might impact employment law.



  • National Living Wage to be increased to 60% of median earnings by 2020
  • Ensure people working in the 'gig' economy are properly protected
  • Listed companies to be requirement by law to nominate a director from the workforce
  • Introduce a right for employees to request information relating to the future direction of the company.



  • To end zero-hours contracts
  • Introduce four extra public holidays each year
  • Those in the public sector, maximum pay ratios of 20:1
  • Increase in minimum wage to at least £10 per hour by 2020
  • A ban on unpaid internships
  • Extend rights of employees to all workers
  • A guaranteed right for trade unions access to workplaces
  • End the public sector pay cap
  • Repeal the Trade Union Act
  • Enforce all workers' rights to trade union representation at work
  • Abolish employment tribunal fees
  • To provide all workers equal rights from day one, whether part-time or full-time, temporary or permanent
  • A presumption that a worker is an employee unless the employer can prove otherwise.


Liberal Democrats

  • An additional month's paid paternity leave
  • Stamp out abuse of zero-hours contracts
  • Encourage employers to promote employee ownership
  • 40% of board members being women in FTSE 350 companies.


Whoever wins the general election, it is clear that employment matters will continue to be a fast-paced and evolving area of law. The legal world can be a complicated place and disputes with employees can take up valuable management time and resources. They can prove expensive to resolve, and early advice is always the key. 

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