The Government intends to introduce a new Employment Bill which will include some changes already anticipated by the Good Work Plan. The Employment Bill will provide for:
- The right to request a more stable and predictable contract after 26 weeks' service;
- The right to neonatal leave and pay for parents of premature or sick babies;
- A single market enforcement agency to better ensure that vulnerable workers are aware of and can exercise their rights and which supports business compliance;
- The extension of the period of redundancy protection from the point an employee notifies her employer of her pregnancy until six months after the end of maternity leave;
- A week's leave for unpaid carers;
- Making flexible working the default right where employers do not have a good reason not to allow it;
- Tips to be received by workers in full; and
- The Government will also be bringing forward detailed proposals next year following its "health is everyone's business" consultation. These will include measures to encourage employers to play their role in retaining disabled people and people with health conditions in the workplace. The Government intends to reduce the disability employment gap and to reach the existing goal of an increase of one million disabled people in work between 2017 and 2027.
Legislation will be brought forward to reduce the disruption caused by rail strikes, ensuring that the public is not disproportionately affected by strike action, while preserving rail workers' right to strike.
WHAT DOES THIS MEAN FOR EMPLOYERS?
Most of the proposed legislation was already in train following the December 2018 Good Work Plan, or other government consultations so it is not a surprise. We will keep you updated as the legislation develops.
The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.
