Is the Good Work Plan likely to make an impact?
The Government has detailed proposals for its “Good Work Plan” and is undertaking a period of consultation on the proposals. It claims that this is the biggest reform of employment law in 20 years but there is as yet, no firm detail around the content of the proposals which are as follows:
• Continuity of employment: Currently service can be “broken” if an employee leaves an organisation for one week but it is proposed to extend this to four weeks.
• The right to a written statement of terms and conditions to workers (as well as employees), and requiring the employer to provide it on the first day of work. Currently a written statement must be provided within the first eight weeks of employment.
• Legislation to improve employment status regulations so they are the same for employment and tax purposes, to avoid employers classifying employees as self-employed.
• Banning employer deductions from staff tips
• Increasing the employment tribunal penalty for employer’s aggravating conduct from £5,000 to £20,000
It was expected that legislation would be introduced as a means of tackling abuse of zero hour contracts but the only proposal in this regard is that the Government is proposing a right to request a fixed working pattern for those who do not have one, after 26 weeks.
What is missing from the Good Work Plan are details of how these proposals will be introduced and enforced.