Part 2- The Good Work Plan..How Prepared are you?

The ‘Good Work Plan” contains proposals which are set to reform areas in HR and Recruitment, these are are in response to the Taylor review.

The aims are to strengthen employment rights and make improvements for everyone.

I have already posted previously numerous areas that are set to change in 2019-2020, below is Part 2…..

 

The second part will bring clarity for Employers and Workers as there is a clear focus on improving communication and clarity in the working relationship.

The main reforms are:

The Employment Status Tests, this affects the status of an Employee, Worker, and Self-Employed and is a tricky subject, the review document is approximately 55 pages long, whilst this is still under review there have been recent case law (I have posted previously about Pimlico Plumbers, Uber and Deliveroo), it does appear the Taylor review is making some headway??

The provision of a Written Statement of Basic Terms, from April 2020, the right to this basic document will be extended to Workers, as already known statutory rights already do exist whether in written format or verbal, statutory rights prevail for all.

Changes to the time frame in which to issue Written Terms and Conditions of Employment will reduce from the current two months, this will become a day-one right instead.

Additional details will need to be included, for example leave, probation periods and information regarding benefits.

 

A new key term will be introduced for Agency Workers, and businesses will need to make provisions to provide a Worker with a document called a ‘Key Facts Page’, this document will be similar to a Contract of Employment and contain similar information.

Umbrella Companies will also be included in the enforcement.

Changes to the reference period for Holiday payment calculations will be made, this will be extended from 12 weeks to 52, this will significantly assist those who work variable hours.

In addition and in response to recent case law a new holiday calculator will be launched for individuals to calculate and understand their entitlement better.

 

A fairer system and Enforcement is due to be introduced, where compensation and awards are not paid, Employers will now face potential enforcement and also a penalty notice of up to 50%.

New regulations are to be introduced to alleviate the individual bringing the claim to Tribunal in relation to holiday payments, in the future alternatives are being looked at.

Finally, a state-led enforcement regime to assist vulnerable workers.

 

Written By:

Fran Crossland

Director (HR Consultant)

HR and you Ltd

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