Employers – Are you aware of the good work plan?

The Good Work Plan – 6^th April 2020

In the midst of the pandemic, new employment legislation came into effect on 6^th April 2020.  This was as a result of the Taylor Review of Modern Working Practice which looked at the rise of the ‘gig economy’ and the rights and responsibilities of workers.  It became known as the ‘The Good Work Plan’. 

Here Gill Wooldridge looks at some the key changes that will impact on small businesses. If we can help with implementing any of this new legislation, please feel free to contact Gill Wooldridge at Gill@bradleyhayneslaw.co.uk or on 01905 900919.

Written statement of terms of employment

All workers (not just employees) are entitled to a written statement of terms on or before their first day of employment (not within two months of starting as previously).

Additional information is also required including the days of the week the worker is required to work, whether working hours may be varied, how long the contract will last, details of all remuneration and benefits, any probationary period and any training entitlement.

These changes are to ensure transparency and clarity of terms for all workers.

Holiday pay

The reference period for determining an average weeks’ pay for the purposes of calculating holiday pay has been extended from 12 weeks to 52 weeks.

This is to ensure that workers on irregular hours are not disadvantaged.

Agency Workers

Agency workers are required to be given a key information document before agreeing terms which includes such information as the type of contract, the minimum rate of pay, any deductions that will be made to their pay, how they will be paid and by whom, and annual leave entitlement.

In addition, all agency workers are required to have parity of pay after 12 weeks and can no longer use the Swedish derogation which allowed agency workers to be paid in between assignments instead. Recruitment agencies will be required to provide a written statement to temporary agency workers by 30 April 2020 stating that the Swedish derogation will no longer apply.

Bereavement Leave

There is also a new statutory right for working parents to be paid up to two weeks bereavement leave for a child up to 18 years of age.  Previously there was no legal obligation for employers to provide paid time off, although a lot of employers understandably support grieving parents in these difficult circumstances.

If you would like us to review your contracts of employment in view of the above new legislation or need any HR or employment advice, please contact Gill Wooldridge on 01905 900919 or email gill@bradleyhayneslaw.co.uk