As we enter into the final months of 2023, the Government has announced plans to introduce a swathe of legal reforms in the employment world. Whilst we await to see how these work in practice, there are two legal developments to note that have been confirmed.
There will be some of us who remember the Taylor Review of modern work practices which was published back in the heady days of 2017, when global pandemics were still confined to disaster movies and Big Brother UK was still consigned to history. One of the areas of concern identified in the review was the “one-sided flexibility” that was enjoyed by some employers when engaging workers in the evolving labour market. This was found to be a typical characteristic of the gig economy, with workers being given no guarantee of work but employers expecting them to be available on short notice. Whilst proposals for the right to reasonable notice of work schedules and compensation for short notice shift cancellations have fallen away, the Government supported a Private Members’ Bill addressing the issue, which received Royal Assent on 18 September 2023 and has become the Workers (Predictable Terms and Conditions) Act 2023. In high level terms, the Act introduces a new statutory right for workers to request a more predictable working pattern.
While there is still no date of implementation of this Act, we thought it would be helpful to set out in more detail what this might...
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