Have you heard of the Good Work Plan?
The Good Work Plan (“the biggest package of workplace reforms for over 20 years”) was implemented in April this year, but it has been somewhat overshadowed by the unprecedented times we find ourselves in due to COVID-19. Our legal associate of choice Charlotte Turnbull , Head of Employment at W Legal has outlined the following advice.
Employers should be aware that since April 2020:
- A written statement of terms must be given on or before the first day of employment, rather than within two months of employment starting.
- The following additional information must now be
included in the written statement:
- the days of the week the worker is required to work, whether the working hours are variable and how any variation will be determined;
- any paid leave to which the worker is entitled;
- details of all remuneration and benefits;
- any probationary period; and
- any training entitlement provided by the employer, including whether any training is mandatory and/or must be paid for by the worker.
- The pay reference period set out in the Working Time Regulations 1998 has been increased from 12 weeks to 52 weeks.
- By no later than 30 April 2020, temporary work agencies must provide agency workers with a written statement advising that, with effect from 6 April 2020:
- The agency worker is entitled to rights relating to pay as part of the rights conferred by regulation 5 of the AWR 2010, subject to completion of the qualifying period as stated in regulation 7 of those regulations; and
- The Swedish derogation in their original statement no longer has effect.
If you would like to find out more, please contact email@example.com