Overview

The Workers (Rights and Definition) Bill aims to clarify the definition of "worker" and "employee," strengthening workers' rights, particularly concerning hours of work and unpaid wages. It seeks to simplify employment status and improve protections for those in precarious employment situations.

Description

This bill significantly alters employment law in the UK. Key changes include:

Employment Status:

The bill creates a single definition of "worker" and "employee" for employment rights purposes, making it easier for individuals to claim their entitlements. The burden of proof shifts to the employer to demonstrate that an individual is not a worker or employee.

Hours of Work:

The bill introduces new provisions regarding working hours, requiring reasonable notice (at least 7 days) for shifts and compensation (200% of normal pay) for cancelled shifts. Workers are entitled to fixed and regular weekly hours upon commencement of employment, with written notification of those hours. Additional hours can be requested under strictly defined circumstances, including written agreement and a significantly increased pay rate (200%). Unauthorised requests for additional hours result in 200% payment for the entire period.

Liability for Unpaid Wages:

The bill introduces contractor liability for unpaid worker wages. If a contractor (A) fails to pay a worker (B), the client (C) who contracted with A becomes jointly liable for the unpaid wages.

Government Spending

The bill's financial implications are not explicitly stated in the provided text. However, increased employer liabilities for unpaid wages and penalties for failing to provide adequate notice and pay could lead to increased costs for businesses and potentially increased government expenditure in relation to enforcement.

Groups Affected

• Workers (including zero-hours contract workers): Potentially benefit from clearer legal definitions and stronger protections regarding hours, notice, and payment.
• Employers: Face increased liabilities for unpaid wages and penalties for non-compliance with the new regulations regarding hours and notice, potentially increasing operational costs.
• Contractors: Could face increased liability for the wages of workers employed by their subcontractors.
• Government Agencies: Increased enforcement workload and costs in relation to the provisions of this Act are expected

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