Labour Ditches 'Right to Switch Off' Law in Pro-Business U-Turn
Labour scraps the "right to switch off" law, a key workers' rights pledge. The U-turn aims to ease burdens on businesses and boost economic growth.
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Workers' Rights Overhaul Watered Down
Sir Keir Starmer's Labour government has abandoned plans to grant workers a legal "right to switch off" from work communications outside of contracted hours. The move, a significant U-turn on a key pledge from the party's "New Deal for Working People," is designed to alleviate concerns from businesses facing increased financial pressures.
Why Has the 'Right to Switch Off' Been Scrapped?
The policy, mirroring similar legislation in France, aimed to tackle the "always-on" culture by preventing employers from demanding responses to emails, calls, or messages outside designated work periods. However, Business Secretary Jonathan Reynolds and Chancellor Rachel Reeves have shelved the plan, citing fears it would impose excessive burdens on companies.
Business Tax Burden:
The decision comes in the wake of criticism following Reeves's October budget, which introduced tax hikes impacting employers. Government sources indicate a renewed focus on reducing "compliance costs" for businesses to stimulate economic growth.
Quote From Government Source:
"The right to switch off is dead," a government source confirmed. "Growth that puts money in people's pockets is the number-one priority... That means making Britain the best country in the world in which to do business — and a key part of that is removing unnecessary barriers."
Union Backlash Expected
The reversal is likely to spark fury from trade unions, staunch advocates of stronger protections for work-life balance. The move also raises questions about the influence of Deputy Prime Minister Angela Rayner, who initially championed the workers' rights programme.
Probation Periods: A Further Concession
In another concession to business leaders, ministers will also adopt a "lighter touch" approach to probation periods. The government is signalling a preference for nine-month probation periods, rather than the six months sought by unions. There is currently no restriction on how long employers can set probation lengths for.
Business Concerns Addressed:
- Probation Periods: Employers value probation as a safeguard, enabling easier dismissal of underperforming new hires.
- Extensive Consultation: Over 850 companies have contributed to a consultation on workers' rights, more than double the number of trade unions and worker representation bodies.
What Workers' Rights Will Be Strengthened?
Despite the rollback on the "right to switch off," several key protections for workers will remain in the revised Employment Rights Bill:
- Day-One Protections: Safeguards against unfair dismissal from the first day of employment.
- Parental Leave Rights: Existing policies on paternity and unpaid parental leave will be maintained.
- Zero-Hours Contracts Curtailed: "Exploitative" zero-hours contracts will be restricted, with workers gaining rights to guaranteed hours.
- Strengthened Union Powers: Conservative laws hindering trade union representation and strike action will be repealed.
Delayed Implementation:
It is now forseen that the reforms won't be implemented until Autumn 2026 at the earliest.
Balancing Act: Workers' Rights vs. Economic Growth
A government source stated: "It's important that our changes to the Employment Rights Bill work for businesses... We are bringing forward a new generation of workers' rights, helping to raise living standards and grow the economy."
Business Leader's Comment
The unnamed boss of one of the UK's largest retailers said that until a few weeks after joining, you never know whether the fit between an employer and a new employee is right. Therefore, probation periods for large businesses are very important.
A Shift in Priorities
Labour's decision to dilute its workers' rights agenda reflects a clear shift towards prioritising business interests and economic growth. While some protections remain, the scrapping of the "right to switch off" represents a significant victory for employers and a potential setback for those advocating for improved work-life balance in the digital age.
