The debate around unfair dismissal legislation is gaining in interest, but do nothing but a sideshow to resolving any real problem that exists.
Even if, as the paper leaked to the Telegraph suggests, Employment Law is preventing companies from flourishing, capability and so-called slackers are only a percentage of people dismissed for range of grounds.this does not automatically equal tribunal cases, these are generally only bought on the basis of diversity (discrimination against a particular strand), bullying and unfair dismissal procedures. As these would not be altered by the law, the so-called bureaucracy that is preventing companies from hiring and firing and therefore preventing them from flourishing would not be removed.
However, it appears that this alleged red tape is a complete fiction in the effect on businesses. Channel fours Factor Check observes here that companies do not consider the burden of hiring and firing legislation to impact on the hiring and firing choices.
It would appear that this is very much a piecemeal reform to appease the business owners that donate to the Tories and reassure them that despite those "terrible Lib Dems", the Tory heartland is very much in control and getting rid of all of the left-wing Labour excesses of the last 15 years.
Quite simply, while Labour may have made significant inroads on Employment Law and ensuring that employees are treated fairly, current Unfair dismissal regulations don't go far enough.
I have never understood the justification for protecting diversity strands above other members of the workforce. Surely is just as difficult for a 'normal' employee to be dismissed and have to seek work elsewhere as it is the someone who has been discriminated against on the grounds of gender, disability, race or age. While bullying and harassment amendments cover the majority of employees, and in a much wider context, signifying a more well rounded approach, moving legislation governing unfair dismissal to two years instead of one was simply further discriminate against people that do not have a diversity basis.
The onus should always be on the organisation to ensure that they do not treat someone unfairly, do not dismiss them on false grounds and provide appropriate management and training opportunities to prevent unfair dismissal occurring in the first place.
Further to this, as Vince Cable observes in the Guardian, removing people's security in their jobs will do nothing to promote growth. People will just continue to save and not spend to protect their own financial positions.
Therefore this very piecemeal approach to allegedly resolving the law will in fact resolving nothing will do nothing for the economy, will do nothing for employers, and will certainly not do anything for employees.