<img height="1" width="1" style="display:none;" alt="" src="https://analytics.twitter.com/i/adsct?txn_id=l615x&amp;p_id=Twitter&amp;tw_sale_amount=0&amp;tw_order_quantity=0"/> <img height="1" width="1" style="display:none;" alt="" src="https://t.co/i/adsct?txn_id=l615x&amp;p_id=Twitter&amp;tw_sale_amount=0&amp;tw_order_quantity=0"/>

The HR Forum


Many thanks to Daniel Barnett for his recent update on the below, where the text below is from

The Government has published a series of proposed changes to employment law following the Matthew Taylor Good Work Review.

Which you can read here:

good-work-plan(1).pdf

The government claims it is the biggest reform of employment law in 20 years. As one Twitter commentator has pointed out, 'Modest changes to employment law' isn't as good a headline, although it's probably more accurate. There is no draft legislation attached, nor (with minor exceptions) any dates or commitments to legislate. It's just a list of proposals.

The key proposals are:

changing the rules on continuity of employment, so that a break of up to four weeks (currently one week) between contracts will not interrupt continuity

extending the right to a written statement of terms and conditions to workers (as well as employees), and requiring the employer to give it on the first day of work (rather than within two months)

legislation to streamline the employment status tests so they are the same for employment and tax purposes, and to avoid employers misclassifying employees/workers as self-employed.

a ban on employers making deductions from staff tips (presumably just by extending the existing unlawful deduction laws to cover tips, although the paper does not say this)

increasing the (hardly ever imposed) penalty for employer's aggravating conduct from £5,000 to £20,000

abolishing the Swedish Derogation, which gives employers the ability to pay agency workers less than their own workers in certain circumstances

Many were hoping for legislation to tackle abuse of zero hour contracts. That is there (kind of), but in very limited terms. The government is proposing a right to request a fixed working pattern for those who do not have one, after 26 weeks' on a non-fixed pattern. Presumably this right will be similar to the right to request flexible working, ie a series of procedural requirements an employer must follow but - broadly - considerable discretion for the employer to refuse, with very limited financial penalties if breached. However, the Good Work Plan gives no details of what enforcement mechanism is proposed.

How do you think this will impact your organisation? Would be interesting to hear:


Sarah

You need to be a member of DPG Community to add comments!

Join DPG Community

Email me when people reply –

CIPD Branch Events

Did you know your local CIPD branch will put on relevant events that are free to CIPD members.

Take a look for your local branch here and what events are happening. Remember attending these events are great CPD evidence.

CIPD Branch Event Search

What's Happening?

Christine Southern is now a member of DPG Community
13 hours ago
Teresa Chandler and Zagross are now connected
15 hours ago
Samantha updated their profile
yesterday
Samantha and Alex Visser are now connected
yesterday
Shazna Begum, Rebecca Steedman, Sarah Westfall and 1 more joined DPG Community
yesterday
CIPD Level 5 L&D
Annie Essex posted a discussion
yesterday
Jenny Devlin, Nina Lomax, Kaylea Mitchem and 4 more joined DPG Community
Wednesday
More…