Back in April 2018, we reported some of the key proposals of the Taylor Report as part of our Guide to the Gig Economy. These proposals are slowly working their way into legalisation (when Brexit allows them a look-in) and this year looks set to introduce some important new protections for individuals working in less stable forms of employment.
The Government has now published the “Good Work Plan”, with the stated intention to “improve the clarity of the employment status tests, reflecting the reality of modern working relationships”
The initial areas set for reform include:
- giving all workers (not just employees) the right to a written statement of terms and a requirement that this be provided on day one of employment (rather than within the first two months);
- increasing the reference period for determining an average week’s pay (for the purposes of calculating holiday pay) from 12 weeks to 52 weeks;
- increasing the period required to break continuity of employment from one week to four weeks;
- giving staff on zero-hours contracts the right to request a more stable contract after 26 weeks;
- preventing employers making deductions from staff tips; and
- increasing the maximum penalty for employers who commit an aggravated breach of employment rights from £5,000 to £20,000.