The Department for Business and Trade has confirmed that a new law, which was set to grant workers the right to request predictable working hours, has been abandoned in favour of upcoming legislation.
The Labour government has decided to shelve the Workers (Predictable Terms and Conditions) Act 2023, despite the Bill receiving Royal Assent on 18 September 2023. Under the previous government’s plans, it was expected to come into effect this Autumn. There are also ‘no plans’ to introduce the secondary regulations that would have been needed to enforce the predicable working primary legislation.
The Workers (Predictable Terms and Conditions) Act 2023 was designed to support those in irregular work, such as zero-hours or temporary contracts, by allowing them to request more stable working hours. However, the government has shifted its focus to new legislation, which is expected to now be included in its forthcoming Employment Rights Bill.
According to a Department for Business and Trade (DBT) spokesperson, “We will introduce a new right to a contract that reflects the number of hours regularly worked as part of our significant and ambitious agenda to ensure workplace rights are fit for a modern economy, empower working people, and deliver economic growth.”
The government intends to repeal the Act and pursue its full employment law agenda through the forthcoming Employment Rights Bill, which promises workers the right to a contract that reflects the hours they regularly work, based on a twelve-week reference period.
Preparing for the New Employment Rights Bill
The new Employment Rights Bill is set to introduce extensive changes to UK workplace rights, and employers should begin preparing for significant compliance requirements. The changes are expected to be far-reaching, particularly in relation to working patterns, contracts, and employee rights.
While the detail of the new legislation is awaited, key preparatory steps for employers include:
a. Reviewing current contracts and working patterns: Ensure that your contracts reflect regular working hours, as new legislation may require this. Regularly assess any zero-hours or temporary contracts.
b. Staying informed about the new legislation: Keep track of updates on the Employment Rights Bill to understand how new regulations might affect your business.
c. Employee communication: Make sure your employees are aware of potential changes to their rights, and be prepared to handle requests for more predictable working hours once the new rules come into force.
d. Plan for compliance: The new law is likely to result in additional administrative work and could introduce new processes. Set up internal systems and procedures now to make sure you can comply as soon as the law comes into effect.
Need Assistance?
If you are concerned about the impact of the upcoming employment law reforms, and how you can best prepare your organisation to minimise risk, contact our employment specialists.
Author
Founder and Managing Director Anne Morris is a fully qualified solicitor and trusted adviser to large corporates through to SMEs, providing strategic immigration and global mobility advice to support employers with UK operations to meet their workforce needs through corporate immigration.
She is a recognised by Legal 500 and Chambers as a legal expert and delivers Board-level advice on business migration and compliance risk management as well as overseeing the firm’s development of new client propositions and delivery of cost and time efficient processing of applications.
Anne is an active public speaker, immigration commentator, and immigration policy contributor and regularly hosts training sessions for employers and HR professionals
