From political discussions in the office to what the election result could mean to you, here’s what you need to know…
One of the first issues when a general election is called is the matter of politics within the workplace.
Of course, you can’t ban any talk of politics or the general election – it will be uppermost in many people’s minds and on the news constantly. But you are entitled to stop political campaigning at work, which might cause disruption or upset to your staff or customers – and of course if they try to use work equipment for their campaigning, for instance, using the photocopier to produces masses of leaflets.
You are also entitled to stop any political symbols being worn at work. Do you have a dress code or a policy on political activities in the workplace? Use these to let your staff know about your expectations. And with Brexit being at the fore of all parties campaigning in the run-up to the election, any comments that could be construed as harassment, particularly towards other nationalities, is a strict no-go area. HR departments may need to be prepared for conflict on this matter.
So, onto the election and the policies that could affect those of us working in HR.
It is expected that Theresa May is planning to protect workers’ rights, as she is said to want to create a fairer, equal society and to aid social mobility. The Conservatives said they would ‘protect and enhance’ workers’ rights in the Brexit White Paper – which would include the three million EU nationals living in the UK, as well as UK citizens in the EU.
Most parties want to keep the employment rights we already enjoy under the EU, so hopefully most of these won’t be changed much, whoever wins the election.
Hopefully May will also stay firm to her promise to help to end the stigma of mental health in the workplace, and the Tories have already promised to back legislation on the gender pay gap – so let’s hope that won’t change either.
If Labour come to power, Jeremy Corbyn has promised that they would raise the minimum wage for all to a minimum of £10 an hour by 2020. Good news for employees, although there may be some companies questioning if they could afford it. Labour also want to add another four bank holidays to the calendar – these could be especially significant for companies that work with counterparts overseas who don’t have the same days off.
At the moment, the Taylor Review is looking into modern employment practices, including the gig economy and zero hour contracts – so it is hoped that this does not get forgotten amongst all the political campaigning – and its findings overlooked. Read more on the review here.
If you would like to discuss this subject further and how it may affect your business, please contact Cecily Lalloo at Embrace HR.
T: 07767 308717 or send a message.
Based in Aylesbury, Buckinghamshire, Embrace HR supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.