Some unions are demanding that the results of recent talks with ministers are written down in a document – so that any clarifications, caveats and compromises are clear.
As for the substance of the discussions, I understand some differences are yet to be reconciled.
Labour had pledged to give workers their rights – for example to parental leave and sick pay – from “day one”.
The current qualifying period for parental leave is six months.
But what does “day one” really mean? Does “day one” start after a probation period, or alongside one?
And how long should a probation period be – three months, six months, a year – or two years (which is the current qualifying period for claiming unfair dismissal)?
Recent reports that six months had been agreed were dismissed as “jumping the gun” by a source close to the talks.
You would expect businesses to be pushing for a long period of probation, or to push back “day one” but at least one union is concerned that a short period of probation could make employers more reluctant to hire new staff, and cut jobs.
Then there is the question of banning “exploitative” zero hours contracts.
At least one union believes this caveat is actually a get-out clause, and is still seeking clarification on what rights employers will have to refuse regular contracts, and to refuse requests for flexible working or compressed hours.
And one union – Unite – is already on record questioning whether Labour’s commitment to end ‘fire and rehire” is going to be solid enough if companies can simply claim that it’s necessary to move to worse pay and conditions to remain viable.
At least three unions believe the self-imposed 100 days timescale for introducing new legislation, while eyecatching, is unrealistic.
One source involved in the talks predicted some issues would be put in the “too difficult box” – and when legislation come forward many of the “rights” would in fact be subject to further consultation.
Sources are also suggesting one issue already in the ‘too difficult’ box is the delivery of equal pay.
Legislation already exists on this but a significant gender pay gap, though narrowing, remains.
