July 15, 2024
| Manifesto Promise | Live Changes | Key Dates |
| Day One Unfair Dismissal Rights | Confirmed will be brought forward to Parliament within 100 days of Labour taking office | Proposals to be set out in Employment Rights Bill before or in October 2024 |
| Changing Worker Status | Confirmed will be brought forward to Parliament within 100 days of Labour taking office | Proposals to be set out in Employment Rights Bill before or in October 2024 |
| Changing Zero-Hour Contracts/Right to Minimum Working Hours | Confirmed will be brought forward to Parliament within 100 days of Labour taking office | Proposals to be set out in Employment Rights Bill before or in October 2024 |
| Employment Tribunal Claims | No update yet | Not yet known |
| The Right to Disconnect | No update yet | Not yet known |
| Duty to Prevent Sexual Harassment | Due to be brought into force on 26 October 2024, including stronger duty to safeguard employees from harassment by third parties | Due to be brought into force on 26 October 2024 |
| Ending Fire and Re-Hire | Confirmed will be brought forward to Parliament within 100 days of Labour taking office | Proposals to be set out in Employment Rights Bill before or in October 2024 |
| Pay | Confirmed being taken forward separately by way of new terms of reference for Low Pay Commission.
Now confirmed the national minimum/living wage will have to take account of inflation and median earnings in the UK |
National minimum/living wage due to change in April 2025. Date of announcement of changes not yet known |
| Statutory right to equal pay for ethnic minority employees and those with disabilities | Confirmed will be brought to Parliament in draft Equality (Race and Disability) Bill | Not yet known |
| Disability/Ethnicity Pay Gap Reporting | Confirmed will be brought to Parliament in draft Equality (Race and Disability) Bill | Not yet known |
| Trade Union Rights: Especially the Duty to Inform | Confirmed will be brought forward to Parliament within 100 days of Labour taking office | Proposals to be set out in Employment Rights Bill before or in October 2024 |
| Right to Bereavement Leave | Confirmed will be brought forward to Parliament within 100 days of Labour taking office | Proposals to be set out in Employment Rights Bill before or in October 2024 |
| Parental Leave from Day 1 | Confirmed will be brought forward to Parliament within 100 days of Labour taking office | Proposals to be set out in Employment Rights Bill before or in October 2024 |
| Collective Grievances | No update yet | Not yet known |
| Making flexible working (or a strengthened right to request it) “the default” | Confirmed will be brought forward to Parliament within 100 days of Labour taking office
Confirmed that this will involve strengthening of right to request a 4-day week in some way |
Proposals to be set out in Employment Rights Bill before or in October 2024 |
| Extending protection from redundancy for new mothers | Already partly brought into force April 2024 – expected to be strengthened in Employment Rights Bill | Proposals to be set out in Employment Rights Bill before or in October 2024 |
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