Overview

This bill grants workers and agency workers in the UK the right to request a more predictable work pattern from their employers. It sets out the process for making such requests, the employer's responsibilities in responding, and the recourse available to workers if their requests are unfairly handled.

Description

The bill amends the Employment Rights Act 1996 to introduce a statutory right for workers (excluding agency workers initially) to request changes to their terms and conditions to achieve a more predictable work pattern. This includes aspects like working hours, days, and contract duration. Employers must consider these requests reasonably and can only refuse based on specified justifiable grounds (e.g., additional costs, insufficient work). Workers can appeal unfavorable decisions to an employment tribunal. The bill further extends this right to agency workers, allowing them to request predictable work patterns from both their agency and the hirer. It also introduces restrictions on the number of such requests a worker can make within a 12-month period (maximum two). The bill also protects workers from detriment for making such requests or pursuing legal action.

Government Spending

The bill doesn't directly specify the cost to the UK government. However, the implementation of the new rights, the potential increase in employment tribunal cases, and the need for regulatory guidance and enforcement will likely require some additional government expenditure. Exact figures are unavailable in the provided bill text.

Groups Affected

• Workers (excluding agency workers initially): Gain the right to request more predictable working patterns, potentially improving work-life balance and reducing job insecurity.
• Agency workers: Gain the same right to request predictable work patterns as other workers, addressing issues common in the agency worker sector.
• Employers: Will be required to consider workers’ requests and provide reasonable responses, potentially incurring additional administrative costs and potentially impacting business operations if requests are granted.
• Employment Tribunals: May see an increase in cases related to disputes arising from predictable work pattern requests.
• Temporary work agencies and hirers: Will have similar responsibilities as employers in handling requests from agency workers.

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