Is your business ready for the new Good Work Plan rules?

News Article

Back in July 2017, the Taylor Review of Modern Working Practices made 53 sweeping recommendations in relation to the implications of new forms of work, the rise of digital platforms and the impact of new working models.

Accepting the vast majority of those recommendations in February 2018, the Government set to work on creating radical new guidelines fit for the future. This project was known as the Good Work Plan.

Many of the provisions included in the Good Work Plan will come into effect from April 2020, meaning employers should be prepared to comply with new workplace rules in just a few weeks’ time.

Here’s a quick summary of what you need to know:

Consultation rights: new legislation will reduce the threshold required to set up information and consultation arrangements from 10 per cent to just two per cent of employees. The minimum 15 employee threshold will remain the same, however.

Redundancy protection: the Government will extend the redundancy protection period for pregnant women from the point the employee informs the employer she is pregnant and six months after a mother has returned to work. Extended protection periods will also apply to those taking adoption leave.

Holiday pay: the holiday pay reference period will increase to 52 weeks. This will impact on seasonal and flexible workers.

Workers’ rights: employers must set out basic terms from day one of employment, regardless of worker status. The information to be included in the written statement is also being expanded.

Contracts: workers will gain the right to request a more predictable and stable contract after 26 weeks of employment.

Agency workers: an agency worker will be entitled to receive the same level of pay as a permanent worker after 12 weeks of service.

Tips and gratuities: tips must be passed on directly to the worker, rather than taken by the employer.

Compensation: employers who do not pay compensation awarded by an Employment Tribunal will face additional fines, as well as the prospect of “naming and shaming”.

If your business needs support to ensure you comply with the new Good Work Plan rules or you would like to ensure your contracts of employment are fit for purpose, get in touch with our expert team.


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