UK GVT said workers right across the UK will be given more say over their working patterns thanks to new laws supported by the Department for Business and Trade.
Key Highlights
Workers (predictable terms and conditions) act 2023 (W(PTC)A 2023 (UK)), received royal assent, gives atypical and zero hours contract worker more predictable hours.
Intends to redress imbalance of power between some employers, workers in atypical work, encouraging workers to begin conversations with employers re working patterns.
If a worker’s existing working pattern lacks certainty in terms of hours and times they work, or if it is a fixed term contract for less than 12 months, they will be able to make a formal application to change their working pattern to make it more predictable.
Once request made, employer will be required to notify decision within one month.
Business Benefits
As well as clear benefits to workers, the measures are also good for British business.
In cases where requests are accepted, workers will have more predictable terms and conditions that better suit individual circumstances, leading to higher job satisfaction.
Can lead to range of benefits for businesses, including better staff retention as worker will not need to look for a new role to secure a working pattern to meet their needs.
Next Steps
The measures in the act and secondary legislation are expected to come into force approximately one year after royal assent, giving employers time to prepare.
All workers, employees will have this new right once it comes into force, however, they must first have worked for their employer a set period before making their application.
Expected to be 26 weeks; workers will not have had to have worked continuously.
UK GVT asked UK ACAS to prepare new statutory code of practice to help workers and businesses understand the law; provide guidance how requests are made, considered.
UK ACAS will launch a public consultation on a draft code of practice in autumn 2023.
