One sector of the workforce that has been growing in number, while continuing to divide opinion, is the so-called ‘gig economy’, made up of thousands of workers who operate on short-term contracts or freelance work as opposed to permanent jobs. This flexibility can be beneficial for both businesses and individuals.
But there are also significant downsides – not least the absence of certain employee rights which would normally apply.
Some progress is now being made to ensure that more protection is provided that does not completely remove the benefits of the system.
One such particular step in the right direction is the Workers Bill or, to give it its Sunday name, the Workers (Predictable Terms and Conditions) Bill 2022-23.
This is a Private Members’ Bill which is being supported by the UK Government. If passed (as we expect it to be), it will come into force on a date to be fixed.
It provides for a new right for workers, including agency workers, to request a more predictable work pattern, similar to existing rights to request flexible working.
Employers will be required to introduce processes for, and to train managers in, dealing with and managing requests for changes to working patterns from workers.
All good and well, but there are certain conditions and criteria which will apply.
Firstly, qualifying service is expected to be 26 weeks. Furthermore, no more than two...
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