Overview

This bill aims to prevent employers from using unpaid trial work periods to assess potential employees. It mandates that any trial work period must be paid at least the national minimum wage and sets out requirements for employers regarding transparency and feedback.

Description

The Unpaid Trial Work Periods (Prohibition) Bill defines a "trial work period" as work performed to assess suitability for employment. It introduces several key employer requirements:

• Prior Information: Employers must inform potential employees of the trial period's duration, required qualities, the number of available jobs, feedback arrangements, and notification of the outcome.
• National Minimum Wage: Trial work periods must be paid at least the national minimum wage. This amends the National Minimum Wage Act 1998 to explicitly include trial work periods within its scope.
• Offence: Failure to meet these requirements constitutes an offence under the National Minimum Wage Act 1998.

The bill applies to England, Wales, Scotland, and Northern Ireland and comes into force upon passage.

Government Spending

The bill is unlikely to directly increase government spending. Instead, it could potentially lead to a slight increase in employer costs due to the mandatory payment of the national minimum wage during trial periods. No specific figures are provided within the bill itself.

Groups Affected

• Employers: Employers will be affected by the increased costs and legal obligations associated with paying trial work periods. They may also need to adjust recruitment processes.
• Potential Employees: Individuals participating in trial work periods will be directly benefited by the guaranteed minimum wage.
• Enforcement Agencies: Agencies responsible for enforcing minimum wage legislation may see an increase in cases related to trial work period compliance.

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