Coming into force in October, The Workers (Predictable Terms and Conditions) Act is designed to give workers in unpredictable and unstable employment situations, such as zero-hour contracts, a right to request a predictable work pattern. It aims to give employees more certainty about their working hours and it is hoped that it will encourage workers to have conversations about their working patterns with their employers.
Right to request predictable work pattern
To be eligible to make a request under the act, workers must have been employed continuously for a specified period of time (anticipated to be 26 weeks) before making the request and can make two requests in any 12-month period. Employers will be required to respond to these requests within one month. While they are not obliged to grant the request, they must provide a valid reason if they choose to refuse it.
Fair notice of work schedule
The Act also states that employers must provide workers with fair notice of their work schedules. This provision aims to prevent situations where workers are given their work schedules at the last minute, making it difficult to plan their personal lives or engage in other employment. They must also give workers a minimum notice period for their shifts, and if this notice is not given, workers may have the right to refuse the shift without facing any penalties.
Compensation for short-notice cancellation of shifts
If an employer cancels a shift without sufficient notice, the worker may be entitled to compensation for the inconvenience and loss of income. The amount of compensation will typically be linked to the number of hours that were cancelled and the worker’s usual rate of pay.
Transparency in employment contracts
The new legislation emphasises the need for transparency in employment contracts. Employers are required to outline the terms and conditions of employment, including details about working hours, pay, and the process for requesting changes to the working pattern. They must provide workers with a written statement of their terms and conditions, including details of their right to request a predictable working pattern.
The Act places more responsibility on employers of workers who have previously had unpredictable working patterns. They must be prepared to handle requests for more predictable working patterns and must ensure they provide workers with fair notice of shifts and/or cancellation of shifts. By complying with the Act, employers can foster better relationships with their workers, leading to increased job satisfaction, lower turnover, and potentially higher productivity.
At Stephensons we have a specialist team of employment law solicitors who offer HR support to employers, helping them navigate changes to legislation and remain complaint with the law. If you need assistance updating your employment policies and procedures contact us today for expert legal advice on 0161 696 6170 or alternatively fill in our online enquiry form and we will be in touch as soon as possible.
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