Overview

This bill aims to prevent UK employers from disadvantaging permanently domiciled UK workers by offering benefits like company accommodation instead of equivalent cash payments. It mandates that employers provide a cash alternative for company housing, ensuring fair compensation for all employees.

Description

Employee Accommodation

The bill requires employers providing employee housing to offer a cash alternative equal to the cost of bed and breakfast accommodation in the same area. The Secretary of State will set and update a regional cost scale annually. This cash payment applies to all workers and doesn't affect national minimum wage calculations. Exemptions exist for housing deemed a necessary job requirement.

Secretary of State Powers

The Secretary of State gains the power to set fines for non-compliance by employers and employees providing false information. They can also introduce further legislation to achieve the bill's goals, consulting with relevant organizations (e.g., Trade Union Congress, CBI) before presenting it to Parliament. All orders are subject to affirmative procedures in both Houses of Parliament, and devolved legislatures (Wales and Scotland).

Devolved Powers

The Welsh and Scottish Parliaments can amend or repeal the Act's application within their respective territories. In those instances, the relevant devolved minister will be responsible for its implementation.

Extent and Commencement

The Act applies to Great Britain and can be extended to Northern Ireland with parliamentary approval. It comes into force in stages, with some sections taking effect immediately, and others three months later.

Government Spending

The bill is expected to increase government spending due to increased administrative costs associated with overseeing implementation, enforcing compliance, and resolving disputes. Precise figures are not provided in the bill text.

Groups Affected

• Employers: Required to offer cash alternatives for company housing, potentially increasing labor costs and administrative burden. Face fines for non-compliance.
• Employees: Those living in company accommodation will receive a choice of cash or housing; those not living in company accommodation will see no direct impact.
• Government: Responsible for setting regional cost scales, enforcing the legislation, and managing any associated costs.
• Devolved Administrations: Will manage enforcement and implementation of the act in Scotland and Wales.

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