As you may be aware, from the beginning of April elements of the government’s Good Work Plan have been introduced. With this comes several changes to Employment Law… 

Right to written statement of main terms and conditions
As of 6 April 2020, there is now a legal obligation for contracts of employment to be given on or before day one of employment. This requirement also extends to all bank staff and casual staff, not just permanent employees.

The government now expects to see an increased level of detail in employment contracts including:

  • How long the role is expected to last, e.g. if this was a fixed term role
  • Eligibility to sick pay
  • Confirmation of probationary period and notice details
  • Details of any training requirements or entitlements
  • Details of all other leave entitlement, for example maternity leave or paternity leave
  • All other remuneration and benefits
  • Normal working hours, the days of the week the worker is required to work and any variation.

It is essential that you review your employment contracts to ensure that your documentation complies with the new rules. If you need any assistance reviewing and updating your documentation, please contact your designated HR Advisor.

Holiday Pay 
Previously, when calculating holiday pay for employees who regularly work overtime or receive bonuses, commission etc, companies were required to use a 12-week reference period. From 6th April, this increased to a 52-week referencing period.

If a worker hasn’t worked for a continuous 52-week period, calculations should be based on the number of weeks they have been employed.