With the Labour government preparing to introduce workplace safety reforms, UK businesses are facing a major shift in how they manage health and safety.
While these changes are still proposals, they could mean significant changes to how employers approach health and safety
These potential reforms are expected to improve protections for workers and modernise outdated rules. For employers, this means adjusting policies and procedures to meet new requirements.
The plans may seem challenging at first, but they also provide a chance to strengthen your business by creating a safer, healthier environment for your employees. Here’s a look at what might change and how your business can prepare.
Enhanced Worker Protections
One of the most talked-about proposals is the ban on exploitative zero-hour contracts. These contracts, which leave workers with no guaranteed hours, have been criticised for creating financial instability – and adding stress. Moving forward, businesses will need to adopt more secure arrangements for their staff, such as fixed-hour contracts.
Another key measure is Labour’s plan to end “fire and rehire” practices—a controversial tactic where companies dismiss workers and then rehire them under worse conditions. While this practice is aimed at cost-saving in the short term, its removal could lead to long-term gains by improving trust between employees and employers.
Also on the table is a “right to switch off”—a policy designed to prevent after-hours communication and help employees maintain work-life balance. In a world where work emails often spill into evenings and weekends – amplified by the rise in remote and flexible working – this reform has the potential to reduce burnout and improve focus during working hours. This switch in mindset will be easier for some businesses than others, but if managed properly, everyone will benefit from clearer boundaries and reduced unnecessary communication outside work hours.
Finally, there’s a push to improve sick pay provisions, encouraging workers to prioritise their health rather than working through illness. For employers, this is an opportunity to foster a “health-first” culture that values well-being over presenteeism—a win for both safety and productivity.
Modern Challenges Need New Solutions
Labour also aims to bring workplace safety laws into the modern era, tackling risks that didn’t exist when many regulations were first written.
For instance, we all know that AI and automation are rapidly reshaping the workplace. These technologies can make certain tasks safer, but they also introduce new risks, such as unexpected system errors or potentially an over-reliance on machines.
Another area of focus is climate change. With more frequent heatwaves, freezing conditions, and unpredictable weather, Labour plans to strengthen protections for outdoor and climate-exposed workers. For businesses, this might mean rethinking policies around hydration, protective clothing, or shifting work schedules during extreme conditions.
Stronger Enforcement Is Coming
The Labour government plans to give the Health and Safety Executive (HSE) more funding to carry out inspections and enforce compliance. A new Single Enforcement Body will streamline the process while involving trade unions to advocate for workers.
For employers, this means more oversight. Now is the time to audit your health and safety practices, fix any gaps, and involve employees in building a culture of safety.
Mental Health Takes Centre Stage
Labour is prioritising mental health in the workplace. Proposals like the right to switch off and flexible working as the default aim to reduce stress and help employees maintain a healthy balance between work and home life. These initiatives are working in parallel with their wider ‘Back to Work’ plans designed to reduce economic inactivity across the workforce.
This is an opportunity for businesses to lead. Introducing employee assistance programmes (EAPs), offering mental health training for managers, and encouraging open communication can make a real difference.
The workplace plays a big role in mental health. Long hours, tight deadlines, and constant emails can wear people down. Simple changes, like flexible schedules, regular breaks, and switching off after work, can help.
Extending Protections to All Workers
Another potential change is extending health and safety protections to freelancers and self-employed individuals, who are often excluded from traditional frameworks. This means businesses that rely on gig workers or contractors will need to include them in their safety policies.
For businesses that rely on contractors or freelancers, this means reviewing their policies to ensure these workers are covered by safety measures.
How Employers Can Prepare
Labour’s planned reforms are a chance to strengthen your business by creating a safer and more supportive workplace. Here’s what you can do now:
- Review and update employment contracts to reflect new standards.
- Audit your health and safety practices to identify gaps.
- Prepare for extreme weather by investing in protective measures.
- Offer mental health support to your employees.
- Ensure contractors and freelancers are covered by your safety policies.
Need help? Omny can guide you through these updates. Get in touch to make your workplace safer, stronger, and ready for the future.