The Workers (Predictable Terms and Conditions) Act – an update
17th September, 2024
We published an article last month explaining what could be expected when the Workers (Predictable Terms and Conditions) Act came into force this month.
Things move quickly in employment law and this month we’re informing you that the legislation has been shelved.
The concept behind the legislation is expected to continue to influence future legislation but it appears the new government has decided to move forward with new legislation rather than work with an Act they inherited from the last government.
A spokesperson for the Department of Business and Trade said:
“We will introduce a new right to a contract that reflects the number of hours regularly worked as part of our significant and ambitious agenda to ensure workplace rights are fit for a modern economy, empower working people and deliver economic growth. We do not want to confuse employers and workers with two different models, so we currently have no plans to bring this Act into force.”
This language echoes the message from the King’s speech in July, when we heard about proposed legislation “banning exploitative zero-hours contracts” designed to ensure that “workers have a right to a contract that reflects the number of hours they regularly work.”
Therefore, rather than the changes we anticipated this month, it may be that the drive to address one-side flexibility in working relationships will come from the forthcoming Employment Rights Bill, which will be introduced within the first 100 days of Labour coming to power (by 12 October 2024).
If you would like more information about this please get in touch with Rachael McCartney or another of our expert Employment Lawyer.
Please note that this briefing is designed to be informative, not advisory and represents our understanding of English law and practice as at the date indicated. We would always recommend that you should seek specific guidance on any particular legal issue.
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