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Acts of Parliament, 57th Parliament, 1st Session


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Employment Security (Wages and Protection) Act

Section One: Minimum Wage

  1. The National Living Wage shall apply to all workers aged 18 and older by April 1st, 2020. This increase shall be gradual based on the following guidelines:

    1. The National Living Wage shall apply to all workers aged 23 and over beginning April 1st, 2018. 

    2. The National Living Wage Shall apply to all workers aged 21 and over beginning April 1st, 2019. 

    3. The National Living Wage shall apply to all workers 18 and over beginning April 1st, 2020. 

  2. The National Living Wage will increase to at least £10 per hour by April 1st 2020, or more if:

    1. The living wage (as defined by the needs based calculation performed by the Living Wage Foundation and assessed by the Low Pay Commission) is higher than £10 by 1 April 2020; and

    2. The Secretary of State sets it at a value greater than £10 by order affirmed by both Houses of Parliament

  3. The Low Pay Commission shall report annually up to that date on its recommended transition to that rate and the appropriate rate (if more than £10).

  4. After April 1st 2020, the Low Pay Commission shall continue to recommend increases to the rate of the minimum wage to Ministers as before.

  5. After April 1st 2020, Ministers may not set a rate for the minimum wage by secondary legislation that is not equal to or more than the prior year’s rate plus the annual rate of price inflation.

Section Two: Ending Employee Misclassification

  1. For the purposes of employment law, a worker is presumed to be an employee. A business alleging that those performing work for it should be considered an independent contractor (or self-employed) for the purposes of employment law shall have to demonstrate all three of the following:

    1. The worker is free from the control and direction of the hiring entity in connection with the performance of the work, both under the contract for the performance of the work and in fact;

    2. The worker performs work that is outside the usual course of the hiring entity’s business; and

    3. The worker is customarily engaged in an independently established trade, occupation, or business of the same nature as that involved in the work performed.

Section Three: Banning Zero-Hour Contracts

  1. Within five days of a worker being hired by an employer, the employer must detail the basic terms of employment to that worker, including the number of hours and days a week the worker can expect to work, the employees wage, other benefits afforded to the employee, and outline expectations 

  2. Prohibits zero hour contracts except in situations of genuine casual employment and where they are essential to allow employers to provide cover in emergency situations or to cover short-term absence

Section Four: Employment Protection Rights

  1. From day one, all employees and workers now have a right to:

    1. be paid if suspended on medical grounds (currently one month)

    2. be paid statutory lay off pay (currently one month)

    3. a week’s notice of dismissal (currently one month)

    4. request flexible working (currently 26 weeks)

    5. a writen statement of reasons for dismissal (currently two years) 

    6. paternity and maternity leave (currently 26 weeks)

  2. An employee or worker may bring a claim for ordinary unfair dismissal after three months (currently two years)

  3. Employment tribunal fees are abolished and the Chancellor shall establish a scheme for the refund of tribunal fees incurred since 2013.

Section Five: Third Party Harrassment

  1. An employer shall have liability under the Equality Act 2010 for harrassment of an employee if:

    1. the employee is harassed by a third party;

    2. the employee has previously be harassed at work, and the employer was aware; and

    3. the employer thereafter failed to take reasonable steps to prevent the harrassment.

Section Six: Preventing Undercutting

  1. An employer may not:

    1. advertise a job abroad; or

    2. contract a recruitment agency to advertise a job abroad

to be paid a wage lower than the employer currently employes, advertises, or has advertised in the last year, for equivalent roles in the UK

Section Seven: Unpaid Trial Period Prohibition

  1. If an employer requires a prospective worker to work a trial period, that employer must clearly provide, prior to the trial period, information in writing as to how long the trial will last, how the prospective worker will be judged, what feedback the prospective worker will get, and the number of positions available for those who qualify.
  2. An employer who engages a prospective worker for a trial period must pay such worker a rate not less than the National Living Wage or National Minimum Wage that they would ordinarily be entitled to.

Section Eight: Implementation

  1. Section one shall be implemented in line with the details of that section

  2. Section two will be implemented from April 2018 for new employees, with a further six month grace period for existing employees and contracters.

  3. Sections three to six will be implemented from April 2018.


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Social Housing Safety Act 2017


An Act to increase fire safety standards on social housing, require the retrofitting of fire prevention,and for other purposes.


  • All residential buildings owned by public entities (referred to in this as “landlords” shall be required to follow the following regulations.

  • All external wall assemblies (cladding, insulation, and wall) on high-rise buildings with combustible components must pass the NFPA 285 test. A fund of 23mn gbp shall be created to fund such tests.

  • All buildings using the cladding used at Grenfell must begin replacing it within a year. All buildings using the cladding used at Grenfell must begin replacing it within a year. A fund of 400 million will be established to assist councils in refurbishing towers that lack non-flammable cladding.  

  • The use of a “Building Notice” building control application for multi-story buildings shall not be permitted.

  • Landlords shall be required to post evidence of regular risk assessments in communal areas of buildings. Keeping these posted and updated shall be something checked for on inspections.

  • Homes England shall be charged with creating a pathway for fire brigades to become certified to perform fire inspections on social housing, and brigades so certified may take over responsibility of fire inspections from landlords.

  • It will be the duty of all landlords to deal with electrical surges and other recurring building-wide safety issues within a month of their recurring. Tenants must be informed and educated about their responsibility to report failure to deal with these issues to the appropriate regulatory body.

  • £2.5 billion to retrofit all high-rise residential properties in England with automatic fire suppression.
  • The FCA is hereby directed to consult on and implement regulation changes requiring
    • Cross-Industry risk pooling in high and medium rise insurance
    • Stronger disclosure of information for leaseholders including, but not limited to, disclosure of remunerations and profits for the company and directors directly to leaseholders and compulsory disclosure of a tenants' rights
    • Leaseholders are considered customers for the purposes of their rights under regulation
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Royal Mail Act 2017

An Act to make provision for the renationalisation of Royal Mail Group

BE IT ENACTED by the Queen’s most Excellent Majesty, by and with the advice and consent of the Lords Spiritual and Temporal, and Commons, in this present Parliament assembled, and by the authority of the same, as follows:—

1. Postal Services Holdings is established as a public corporation wholly owned by the Secretary of State (the corporation)

2. On the passage of this Act, all securities and subsidiaries of:
(a) Royal Mail Group plc., and
(b) Post Office Group Ltd.
shall be vested in the corporation.

3. When the securities of Royal Mail Group are vested in the corporation, the owner immediately prior to the vestment shall be entitled to compensation in the form of Government bonds of equivalent market value in the month immediately preceding the introduction of this Bill (c 380p per share).

4. Section 2(a) does not apply to those shares that were granted to employees of Royal Mail Group and which are still owned either by the employee in question or a member of their family.

5. If an individual under section 4 wishes to divest his shareholding, he may only do so by applying to the Secretary of State for compensation equivalent to that paid under section 3 adjusted by the change in the nominal GDP index published by the Office for National Statistics. Upon payment of compensation, the shareholding shall be vested in the corporation.

6. The corporation may not divest its shareholding in Royal Mail Group or Post Office Group, or any subsidiary thereof.

7. The governance and roles, responsibilities, and powers of the Corporation and the Secretary of State with respect to postal services shall be as under the Postal Services Act 2000 before the passage of the Postal Services Act 2011.



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