A number of employment-related measures were announced in the Queen’s Speech at the opening of Parliament on 27 May 2015. The measures are set out below, together with references to the bills, where legislation is to be brought forward. Further details on the majority of the measures can be viewed in our Legal Development Alert on the Conservative Party manifesto [12 May 2015] and the BBC’s bill-by-bill summary.
– Legislation to help achieve full employment and provide people with the security of a job (Full Employment and Welfare Benefits Bill).
– New duties to require ministers to report annually on job creation and apprenticeships (Full Employment and Welfare Benefits Bill).
– Measures to reduce regulation on small businesses so they can create jobs (Enterprise bill).
– Legislation to ensure people working 30 hours a week on the national minimum wage do not pay income tax (National Insurance Contributions and Finance Bill).
– Measures to help working people by greatly increasing the provision of free childcare (Childcare bill).
– Measures to control immigration (Immigration bill).
– Legislation to reform trade unions and to protect essential public services against strikes (Trade Unions Bill).
– Legislation to encourage employment by capping benefits and requiring young people to earn or learn (Full Employment and Welfare Benefits Bill).
– Renegotiate the United Kingdom’s relationship with the European Union.
– Introduce early legislation to provide for an in-out referendum on membership of the European Union before the end of 2017 (EU Referendum Bill).
– Bring forward proposals for a British bill of rights [this suggests there will be a consultation process and reverses the Government’s initial proposal to introduce legislation within the first 100 days of government to abolish the Human Rights Act].
Content Note
The aim is to provide summary information and comment on the subject areas covered. In particular, where employment tribunal and appellate court cases are reported, the information does not set out full details of all the facts, the legal arguments presented by the parties and the judgments made in every aspect of the case. Click on the links provided to access full details. If no link is provided contact us for further information. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, SM&B cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
