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Manchester M22 5TG

Continuation of the Good Work Plan

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16th January, 2020

With the UK Political climate settled for the time being, it has provided some clarity on what we can expect Employment Law wise in the coming year.  One such measure is a continuation of the Good Work Plan published in December 2018.

The Good Work Plan recommended a number of employment related amendments and measures aimed at altering many the current rights that workers in the UK may or may not have access to.  2019 saw some of the recommendation’s implemented such as the right to itemised payslips for all workers.  The majority of the changes are expected in 2020.

One such measure which will come into effect on 6 April 2020 is the right for employees and workers to be provided with a Written Statement of Terms on or before the first day of employment.  Currently, only employees (not workers) need to be provided with a written statement of terms of employment within the first two months of employment.

A Written Statement of Terms is a statutory requirement for employers to provide. This statement outlines to the employee the main conditions of their employment and the information to be included from day one is being expanded.  In addition to the current information to be provided in a written statement of terms, from 6 April 2020 the statement should also include:

  • details of additional rights to paid leave e.g. maternity and paternity leave;
  • the duration and conditions of any probationary period;
  • all remuneration (not just pay) e.g vouchers, lunch, health insurance or other benefits; and
  • any training entitlement provided by the employer.

As the new obligation applies from “day one”, employers should begin preparation of the revised statement of particulars now to ensure that they are updated to include every element of the new requirement.

Recommended action points for employers

We would recommend employers:

  • Review current statements and contracts of employments for employees and check they include all of the relevant information;
  • Consider who may qualify as a worker and review current contracts in place with workers to ensure they meet the new requirements;
  • Consider putting in place procedures as part of the recruitment process to ensure documentation is issued before the first day of work and make it a condition of the offer that the individual sign and return the contract.

If you require any help with Written Statements or any other Employment related matter please do not hesitate to contact our Claire Brook at [email protected] or by direct dial to 01244 405 575.


Claire Brook

Employment Law

Email: [email protected]
Tel: 01244 405 575

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