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Kate Palmer from Peninsula provides guidance on what the key changes are in connection with the Good Work Plan that employers need to start prepping for.
By now most employers will have some idea of the impending changes to employment law that make up the government’s Good Work Plan. As some of the changes will be introduced in April 2020, employers and HR professionals are advised to use this time to get their house in order. Here are the key changes employers need to start prepping for:
Also announced as part of the Good Work plan was the right for all workers to request a more stable contract after 26 weeks’ service. However, an implementation date for this has yet to be announced. The idea behind this is to allow those in insecure employment to request a more fixed working pattern, such as agreeing on a minimum number of hours each week or set working days. Whilst there may be less scope to prepare for this, employers could spend time devising an appropriate procedure for hearing and deciding on requests. It is anticipated that the process will work similarly to the right to request flexible working. Therefore any existing policies on this should act as an ideal starting point.
Whilst employers may think they have plenty of time before the changes are implemented, the sooner that action is taken, the better. Failure to ensure that the appropriate changes are made can lead to claims at an employment tribunal.
Kate Palmer is Associate Director of Advisory at Peninsula.