UK business secretary Kwasi Kwaten argues that a review of UK employment laws after Brexit does not prejudice workers’ rights. Labor opposition accuses the minister of breaking his promise and says he will fight an attempt to “steal the iron ball” for his hard-earned rights.
But according to business groups and lawyers, the real problem is that the government “windmills” by demanding relatively small changes in the details of EU-derived laws, rather than addressing much larger national issues, especially with regard to enforcement. It is “to be devoted to”. — Suffering the UK labor market.
What exactly are you considering?
Business unit officials are considering a case where the 48-hour working hours stipulated in the EU Working Hours Directive will be abolished. This was hated by many conservatives from the very beginning when then Prime Minister Margaret Thatcher voiced opposition.
The massive abolition of the WTD Directive marks a clear deviation from European labor market standards, with a major symbolic move that could set the government on a clash course with unions and cause a clash with Brussels. Will be.
The minister’s public declaration not to undermine workers’ rights is, at face value, a red line that makes it difficult to carry out major reforms 48 hours a week. It can even limit making more restrictive changes to EU-derived regulations, such as changes to the rules regarding the calculation of holiday wages.
Instead, less controversial proposals may be left, such as removing the requirement for employers to record daily working hours.
What does 48 hours of disposal actually mean?
Few people may think.
48 hours a week is a thorny issue for Tories, but it’s not really considered an employer constraint that can ask workers to opt out and agree to work longer. Hmm. Is required.
The worry is that removing the 48-hour limit will put pressure on low-wage workers to work longer than they want. However, Neil Carberry, CEO of Recruitment & Employment Confederation, a UK recruiting agency, said, “It has little practical effect.” However, some sectors, such as care, faced the risk of encouraging long-term culture. It impairs safety.
Employment law consultant Darren Newman said removing restrictions “would be a big signal, but I’m not sure if it would have a big impact,” and regulations rarely lead to proceedings. Added.
A government analysis of the impact of WTD, published in 2014, found that the law helped reduce long working hours. This is now more common among high-paying workers. But that wasn’t the only thing. Working hours in the UK are set primarily by individual employment contracts rather than by law or collective bargaining, but are shorter than the European average.
What else could change?
Some other measures under consideration will undoubtedly be controversial.
Holiday wages in particular are subject to proceedings with the support of the union. Employers are uncertain about the rules for calculating the qualifications of employees who work irregular hours and employees who are partially paid for commissions or overtime, and can accept high retroactive claims if they make a mistake. It states that it has sex.
Changing the rules can make some workers worse, but Mr. Newman says that the main effect is wages, as holiday wages are actually just part of the overall wage settlement. He argues that instead of reducing billing, it limits the potential liability of employers.
Rachel Suff, senior policy adviser to the CIPD agency for human resources professionals, said there was no pressure from employers to “roll back workers’ rights,” but increased freedom to adjust employee conditions. He said he welcomed some other changes. Conditions after acquiring a business or taking over an outsourcing contract.
However, these are changes at the limits of UK employment law, not a major rewrite of the rules governing the labor market.
Matthew Fell, CBI’s Chief Policy Officer for the United Kingdom, said: This is the view reflected in both CPID and REC.
What’s wrong with the proposal?
According to observers, the real problem with this proposal seems to be that authorities are focusing on a predominantly symbolic exercise of discarding EU-inspired red tape, while raising the rights of British workers. Don’t follow existing plans to strengthen.
The government aims to support flextime, protect new parents from redundancy, give low-wage workers and people in the gig economy greater security, and create a new single enforcement agency, 2019. We have not yet announced the employment bill promised for the year.
“You’ll want to see talks about ending EU regulation in the context of a comprehensive strategy to protect UK workers,” said the role of setting the overall strategy of the police of the three agencies. Said Matthew Taylor, head of the government’s labor market executive office. UK Employment Regulations.
Taylor previously led a review on strengthening the rights of precarious workers. The government accepted almost all of his proposals, but four years later, most have not yet been implemented.
Many of the problems in the UK labor market have been attributed to the failure to crack down on existing rules, due to the lack of funding of enforcement agencies and the huge unprocessed proceedings awaiting trial by employment trials. I will. However, progress in establishing a single executive body has stagnated, and the government has not yet appointed Taylor’s successor, which will end this month, as recruitment is “ongoing.”
Employers, meanwhile, say that the major obstacles to improving labor productivity are occurring in their own country.
Mr. Carbury said the government is “windmill-focused” on working hours regulations, and the 48-hour weekly line is worried about issues that make a difference to employers, such as the highly cursed apprenticeship tax reform. He said he was distracting.
“The government forgets that it’s its job to manage the labor market, not to regulate it,” he added.
Britain’s post-EU employment reform misses labor market flaws
Source link Britain’s post-EU employment reform misses labor market flaws