Overview

This bill aims to improve employment security and clarify worker rights in the UK. It introduces new entitlements to fixed hours, reasonable notice of shifts, and compensation for cancelled shifts, while also simplifying the definition of "worker" to ensure consistent application of employment rights.

Description

The bill significantly amends the Employment Rights Act 1996 and the Trade Union and Labour Relations (Consolidation) Act 1992. Key changes include:

Security of Work

• Right to Fixed and Regular Hours: All workers are entitled to fixed and regular weekly hours from the start of employment, with written notice provided before or within seven days of commencing work.
• Reasonable Notice of Shifts: Employers must give at least 7 days' notice for any shift request or cancellation. Failure to do so results in a 200% pay penalty for the affected period.
• Payment for Shift Cancellations: Employers must pay workers 200% of their normal rate plus any other losses (e.g., childcare, travel) for cancelled shifts, regardless of whether the worker finds alternative employment.
• Requests for Additional Hours: Employers can request additional hours beyond the agreed schedule, but only under strict conditions, including written worker agreement, specified notice, and a 200% pay rate. Unauthorized requests also trigger a 200% pay penalty.

Definition of Worker

• The bill simplifies the definition of "worker," creating a single status for workers and employees for the purpose of rights and responsibilities. The burden of proof in disputes over employment status is shifted to the respondent (employer).

Government Spending

The bill is likely to increase government spending due to potential increased enforcement costs and the possibility of higher compensation payments to workers for breaches of the new entitlements. Exact figures are unavailable at this stage.

Groups Affected

• Workers (particularly those on zero-hour contracts or irregular schedules): Will benefit from increased job security and stronger protections against unfair practices.
• Employers: Will face new obligations and potential increased costs associated with providing fixed hours, reasonable notice, and compensation for cancelled shifts.
• Employment Tribunals: Will likely see an increase in cases related to the new provisions.
• Government Agencies: Will be responsible for enforcing the new regulations.

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