The announcement of a desire to hold a general election in June surprised everyone, despite what a number of commentators now write. Of course, in retrospect, it all makes sense and, no doubt, a number of them may have floated the idea some time ago. It was, however, dismissed as a suggestion by the Prime Minister on several occasions since taking office last summer. Since then the number who predicted one would be held in the next year, let alone months, is considerably smaller than those qualifying for remission on tribunal fees.

The general election will, I predict, have four important features for employment lawyers. The first is that we at ELA Briefing will not be seeking an employment law manifesto article from the three main parties. We have done so for the past two elections, but we will try a different approach this time (not sure what, but suggestions on an ePostcard please).

The second feature to look for is apathy. We had a general election only two years ago, followed by a bruising and divisive referendum campaign less than a year ago. Our friends in Scotland had a further taste of direct democracy in their referendum in 2014. Many will be weary of campaigns and politics, and this risks allowing policy to be given an easy ride in debate as politicians, ever more desperate to engage with disinterested voters, shout louder and more harshly in order to grab attention. Headlines such as ‘crush the saboteurs’ provide a taste of things to come, perhaps. This does not bode well for proper discussion and scrutiny of those things that matter: the balance to be struck between an employer’s interest, an employee’s interest and the interests of those who work in between those two poles,
for example.

The third and fourth features are ones that will bring employment law policy – when policy can be found – centre stage. They are the domestic and Brexit agendas. In terms of the former, all political parties are now claiming to work for and represent the interests of ‘the people’, especially those, it is said, who have been ‘left behind’. We have already had generalised proposals on workers on boards, raising the minimum/living wage, employment status, union recognition, migrant workers and so on, as these are seen as being areas about which the people are most concerned. In effect, this is about employment opportunity, wages and job security. These will rank in the Champions’ League of policy alongside the NHS and education, so expect to hear lots of promises about a more egalitarian approach to employment (in its widest sense).

The fourth area is Brexit. Although this has dominated the agenda for the past 12 months, what we have seen is something akin to an uncomfortable tango session: arrogant, coy, confident and shy politicians lining up to pick or be picked for a slightly awkward dance where toes get stepped on and you realise you have probably not found your dancing partner for life. There should be much greater scrutiny of what each party is actually proposing as its Brexit strategy and their so-called red lines than we have had to date. As Brexit will dominate for the next few years, in effect, this is each party asking for endorsement of its approach.

As ever, we will assemble the best writers and the most interesting articles for our next issue in June, due out a week before we vote.

Alex Lock, DAC Beachcroft  LLP