Election 2015
The result of the general election on 7 May 2015 will determine the direction of employment law and HR practice in the coming years, with the parties making varying pledges on, for example, zero hours contracts, the national minimum wage, apprentices, industrial action and employment tribunal fees.
But the election could also have an impact on workplaces before 7 May, if conflicting political views cause friction between colleagues. Our FAQs and model policy on political activity can help employers find the right balance between allowing employees to exercise their right to free expression and avoiding disruption and offence to colleagues and customers.
FAQs
- Can an employee be dismissed for being a member of an extreme political party, for example the BNP?
- Can an employer prevent employees from political campaigning at the workplace in support of a particular political party?
- Can an employer prevent employees from displaying support for a particular political party at work, for example by wearing a badge or t-shirt?
- How should an employer deal with a complaint from an employee that a colleague is expressing political views that they find offensive?
- What are the benefits for employers of having a policy on political activities in the workplace?
Policies and documents
Legal guidance
Audio and video
Law reports
- Labour Party activist's "democratic socialist" views are philosophical belief under Equality Act 2010
- ECHR criticises UK employment legislation's failure to cover dismissals for "political opinion"
- Commitment to public service can be philosophical belief under Equality Act 2010
- Philosophical belief under Equality Act 2010 can include left-wing beliefs
News
- Employment tribunal fees come under scrutiny
- Will the Shares for Rights scheme survive the election?
- Where do the political parties stand on the minimum wage?
