Legal rule changes coming your way in 2020
Announced in December 2018, the Government’s Good Work Plan promised to introduce a number of legislative changes to increase transparency and strengthen rights for workers in less secure employment, such as ‘zero hour’ workers.
Written contracts of employment
Changes to the right to receive a written statement of main terms and conditions of employment will apply from 6 April 2020 for new recruits from that date (existing employees may request an amended statement to incorporate the changes). This statement is usually provided by employers in the form of an employment contract. Employers currently have two months to provide it to a new employee; this grace period will be removed, meaning employers will have to give the written statement to the employee no later than the commencement date of employment.
Holiday Pay
The mandatory reference period for calculating holiday pay will increase for staff with variable pay. From 6 April 2020, employers must use a reference period of 52 weeks (instead of the current 12 weeks) when calculating holiday pay for staff whose pay varies, including ‘zero hours’ workers. This will result in a payment that balances out any peaks and troughs of working hours throughout the year.
The Parental Bereavement (Leave and Pay) Act 2018
This is expected to come into effect in April 2020. Bereaved parents will have the right to two weeks of leave and statutory pay following the loss of a child under 18, or a stillbirth after 24 weeks of pregnancy.
Full story over at FSB
