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Good Work Plan 2020


In 2018, the government produced its Good Work Plan, setting out several proposed changes to employment law intended to improve the rights of employees and workers.

As 2020 gains momentum, we’ve provided a rundown of three significant changes that are set to come into force on 6 April, plus a number of other changes planned for which an implementation date is not yet set.

Changes that will come into force on 6 April 2020

1. Written terms

Currently, an employer has two months from the date an employee/worker starts work to provide them with a written statement of their terms and conditions. As of 6 April 2020, all staff will be entitled to a written statement of terms on or before the first day of employment. This right will apply to both employees and workers.

2. A week’s pay

The reference period to determine an average week’s pay for holiday purposes will increase from 12 weeks to 52 weeks (or the length of employment if less than 52 weeks). This will mean that staff whose hours vary greatly don’t lose out if they take their holiday at a quiet time of the year.

3. Contents of contracts

From 6 April 2020, a Contract of Employment must contain the following additional information about the terms and conditions of employment:

  • Normal working hours, including the times of the week when the employee/worker is required to work, whether these hours or days may be variable and, if so, how they may vary.
  • Any benefits other than pay that the employee/worker is entitled to, including non-monetary benefits such as vouchers or meals.
  • Any probationary period, including the duration and any conditions.
  • Sick pay entitlement.
  • Details of any other paid leave such as maternity leave and paternity leave.
  • Any training to be provided and details of any mandatory training that the employee/worker must complete.

Note: Existing staff who have contracts prepared before 6 April 2020 will be entitled to request a new-version contract, which you would be required to provide within one month.

 

Changes that are due but don’t yet have an implementation date

1. Continuity of employment

There will be a change in legislation to help casual employees acquire continuity of employment so that they benefit from employment rights. It is proposed that a gap of four weeks rather than one week will be required to break continuity of employment. There is currently no date set for the introduction of this change.

2. Tips

After consultation revealed that two-thirds of employers were withholding a percentage of tips from staff, there will be a ban on employers taking administrative fees or other deductions from tips. This change will be achieved through a statutory Code of Practice that establishes principles for fair and transparent distribution. An implementation date is awaited.

3. Zero hours

After 26 weeks’ service, zero-hours worker who tends to work a certain number of hours each week will have the right to request a contract guaranteeing that number of hours. This will be dealt with in a similar way to a flexible working request, meaning employers will be required to genuinely consider any request they receive. There is no date yet for the introduction of this provision but it is expected that this will be introduced in April 2020.

 

Need expert help with your preparations?

Bira Legal can provide support above and beyond the complimentary service for Bira members. This will include revising your Contracts of Employment to include this additional information ahead of the implementation date. If you would benefit from professional support with drafting and amending your contractual documentation in line with the changes, Bira Legal can undertake this important task for you as part of their fixed-fee one2one support.

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