This year has already brought a significant number of changes to employment law, from an increase in national minimum wage, to a flurry of AI workplace regulations. This week, a Labour government were elected to the UK Parliament, with a huge majority of 174.

This article will explore the changes that are expected to employment law in 2024, focussing on three key trends and how they interact: the worker, AI, and the gig economy.

Whats the new Labour manifesto say on employment law

The new Labour manifesto has several key points relating to employment law. The banning of zero-hour contracts, rights like parental leave and protection from unfair dismissal from the day the worker begins employment, a new Single Enforcement Body, further changes to minimum wage, a point- based system for migrant workers and a strict distinction between worker/self-employed.

Many of these now put the focus on the individual- the worker- and their rights, rather than on employers. Zero-hour contracts, according to Labour, exploit the worker into a lack of security and predictability in their work.

This is because under a contract like this, an employer is not obliged to give the worker hours at any given point, and therefore can simply cancel any given shifts. This works well for employers in industries where levels of business are somewhat unpredictable, for example, in hospitality when the weather changes and bookings are low, not all scheduled members of the team are needed and therefore hours can be cut to save costs.

Situations like this often arise just hours before a shift is supposed to commence, and therefore not a great deal of notice can be given. However, zero-hour contracts can often provide the flexibility needed in part time work, allowing students to study in term time at their university city, and then return home to take up hours again.

It also provides flexibility for booking time off work. The increase in employment rights from day one of employment, e.g. the right not to be unfairly dismissed from day one, will enhance job security, create fairer treatment of workers, and protect the vulnerable. This further fits the trend that there is a shift towards the worker and their rights, but does have the potential to increase costly tribunal claims.

Secondly, the increasing use of AI is one to look out for in employment law in the upcoming year. According to some accounts, roughly 70% of large companies used AI-assisted tools in the workplace, for things such as recruiting, onboarding, retention, and redundancy. This amount of usage means it is essential for the law to adapt to the modern technological world, in order to keep data safe and accurate. Currently, the Artificial Intelligence (Regulation) Bill is at its third reading in the House of Lords.

The trend of AI also relates to that of the gig economy being one to look out for in 2024. Labour’s manifesto plans on supporting self-employed and gig economy workers much more, namely by tackling late payments and strengthening unions. Some reports have said that existing laws regarding AI were inadequate to protect workers from employment rights abuses in the gig economy, highlighting a lack of transparency within the gig economy about the use of algorithmic management, automated decision-making tools, difficulty for workers to test the fairness of decisions which interferes with their ability to challenge the.

Thus, the AI Regulation Bill is made even more complex, as when it started as a white paper it was drafted under a Conservative government, but now is likely to complete the Parliamentary stages of ping-ponging and further drafting under a Labour super-majority, and it can be expected to include even greater protection for those in the gig economy.

In closing, there are key trends to look out for in employment law, many of which have been kickstarted by the general election. The shift to a more left-leaning manifesto has placed focus on the worker and her rights, while evolving to keep up with the changing technology of the workplace.