Despite Brexit overshadowing Government business, there are currently several significant employment law reforms being debated or indeed enacted. The Government’s “Good Work Plan” (which commits to implementing the Taylor Review’s recommendations) has already resulted in draft legislation. Many of the changes will not take effect until April 2020, but employers and recruiters still need to be aware. Also, the Courts and Tribunals continue to hand down judgments; as a result, a number of key decisions are awaited.
Some key changes with confirmed implementation dates:
Written statement of terms and holiday pay –
From 6th April 2020, employees will have the right to be provided with a written statement of terms on the first day of employment, rather than within the first two months. The “prescribed information” which must be included within the written statement will also increase. Also from April 2020, the right to a written statement of terms will be extended to “workers” whereas currently the requirement only relates to full employees.
Repeal of “Swedish derogation” (Agency Workers Regulations) –
Again, from 6th April 2020, a Temporary Work Agency (TWA) will no longer be able to insert this exemption into contracts given to agency workers. The Agency Workers Regulations provide a right to the same basic pay and working conditions as comparable employees following a 12-week qualifying period. The derogation (to be repealed in April 2020) entitles TWAs to effectively contract out of this obligation insofar as it relates to pay.
Other expected legislative changes:
Several key decisions are awaited including a Supreme Court Judgment clarifying the law in relation to employment restrictive covenants (non-compete clauses etc.).
If you require advice or assistance in relation to these or any other employment law issues, contact David Dixey on 01376 320456 or email@example.com.
Posted 27/06/2019 by:
Senior Chartered Legal Executive in Litigation & Employment Teams
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