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In Labour's Plan to Make Work Pay, there is a commitment to ending "one sided flexibility". The proposals include banning "exploitative" zero hours contracts and introducing rights to both a contract that reflects regular hours worked and reasonable notice of shift changes. Laura Farnsworth, Abi Frederick, Rebecca Jobling and I consider these proposals and what they could mean for employers #employmentlaw

So the nation decided.... What's Labour's 'New Deal For Working People' all about? Lets look at: "Banning zero-hours contracts and providing predictable contracts" What is a zero hour contract? A zero-hour contract is a type of employment contract, between an employer and an employee whereby the employer is not obliged to provide any minimum number of working hours to the employee. Labour has explained that they will disallow contracts that do not offer a minimum number of guaranteed hours. It will also ensure that anyone working regular hours for 12 weeks or more will gain a right to a regular contract to reflect those hours normally worked. Labour has additionally said it will make sure all workers get reasonable notice of any change in shifts or working time, with wages for any shifts cancelled without appropriate notice being paid in full. Is this the best way forward? There are workers who absolutely want a maximum flexibility type of work, because it fits their lifestyle and they may not want a minimum hours offering. There are businesses who need workers to be flexible as this suits their sector or way of delivering their service. It would make it very difficult to employ in the hospitality industry in particular, where work is seasonal. It could negatively affect the economy - businesses may hold back on recruitment and we may see a rise in unemployment. However, there are a lot of organisations mis-using zero- hour contracts so this will ensure that workers are not taken advantage of. What are you thoughts? will this affect your business and the way you hire staff?

📢 Labour’s New Plans for Zero-Hours Contracts: A Step Towards Fairness Interesting news from Labour! Their recently unveiled 2024 manifesto outlines transformative plans to reshape employment rights, with a strong focus on zero-hours contracts. Under the new proposals, Labour aims to ban exploitative zero-hours contracts, ensuring that workers have access to regular and predictable hours. This change is designed to combat the insecurity and unpredictability that many workers currently face: Labour's broader strategy, "𝗠𝗮𝗸𝗶𝗻𝗴 𝗪𝗼𝗿𝗸 𝗣𝗮𝘆" includes several other significant measures: ✅Implementing day-one rights to parental leave and sick pay, ✅Ending the practice of fire and rehire, and ✅Establishing a single enforcement body to uphold employment rights. This comprehensive approach seeks to create a more balanced and fair workplace, benefitting both employees and responsible businesses. From my past experience working with employees on zero-hours contracts, I’ve seen first-hand the challenges they face. The unpredictability of their work schedules often makes it challenging for them to plan their finances and personal lives. Labour's proposed reforms promise a more secure and stable work environment, which would significantly improve the quality of life and financial stability for many workers. For employers, these changes can foster a more committed and motivated workforce. Providing guaranteed hours and better protections can lead to increased employee satisfaction and retention, which ultimately benefits businesses through higher productivity and reduced turnover. Obviously, when used correctly, zero-hours contracts can be highly beneficial for employers. They offer flexibility in workforce management, allowing businesses to adjust staffing levels according to demand, which is particularly valuable in sectors with fluctuating workloads. Additionally, these contracts can reduce fixed labour costs, enabling employers to maintain operational efficiency without committing to permanent, full-time positions 𝑰'𝒎 𝒌𝒆𝒆𝒏 𝒕𝒐 𝒉𝒆𝒂𝒓 𝒚𝒐𝒖𝒓 𝒗𝒊𝒆𝒘𝒔 𝒐𝒏 𝒛𝒆𝒓𝒐-𝒉𝒐𝒖𝒓𝒔 𝒄𝒐𝒏𝒕𝒓𝒂𝒄𝒕𝒔 𝒂𝒏𝒅 𝒉𝒐𝒘 𝒚𝒐𝒖 𝒇𝒆𝒆𝒍 𝒂𝒃𝒐𝒖𝒕 𝒕𝒉𝒆𝒔𝒆 𝒑𝒓𝒐𝒑𝒐𝒔𝒆𝒅 𝒄𝒉𝒂𝒏𝒈𝒆𝒔? 𝑫𝒐 𝒚𝒐𝒖 𝒕𝒉𝒊𝒏𝒌 𝑳𝒂𝒃𝒐𝒖𝒓'𝒔 𝒑𝒍𝒂𝒏𝒔 𝒘𝒊𝒍𝒍 𝒑𝒐𝒔𝒊𝒕𝒊𝒗𝒆𝒍𝒚 𝒊𝒎𝒑𝒂𝒄𝒕 𝒚𝒐𝒖𝒓 𝒘𝒐𝒓𝒌-𝒍𝒊𝒇𝒆 𝒃𝒂𝒍𝒂𝒏𝒄𝒆 𝒂𝒏𝒅 𝒇𝒊𝒏𝒂𝒏𝒄𝒊𝒂𝒍 𝒔𝒆𝒄𝒖𝒓𝒊𝒕𝒚? 𝕃𝕚𝕟𝕜𝕤: ♾️https://lnkd.in/ejmmG3mA ♾️https://lnkd.in/eWe5Zv6P ♾️https://lnkd.in/eH4-QKsk #Labour #WorkersRights #ZeroHoursContracts #MakingWorkPay #EmploymentReform

In today’s changing world, the well-being and prosperity of working people must be prioritized, we've written a blog highlighting Labour's plan to make work pay. Follow the link below to read our insight into the proposed legislation! Labour's plan to make work pay: What can we expect? - Zenith People https://lnkd.in/eptc7Abp 👀Keep an eye out for more insights, including what these changes may mean for businesses and industries!

Unless You've Been Living Under a Rock... You've likely heard about Ontario's game-changing move in labour legislation with the Working for Workers Four Act, 2024. The Act, which received Royal Assent on March 21, introduces a host of reforms, from enhanced transparency in job postings to significant changes in how employers engage with employees and job candidates. It's a shake-up aiming to level the playing field in the job market - and it's about time. There's actually a lot of juicy change in these reforms but I want to start with salary transparency. As someone who has provided this information for years, it's a great move: 🔍 Why Salary Transparency Matters: For Employers: Showcasing salary ranges upfront can streamline the hiring process, attract the right talent, and demonstrate a commitment to fairness and transparency in your company culture. For Job Seekers: It ends the guesswork about compensation, allowing candidates to focus on opportunities that align with their financial expectations and career goals. 📊 Salary Transparency in Practice - How to do it right: Accurate and Realistic Ranges: Post salary ranges that are realistic and reflect the job's responsibilities. Broad ranges can be confusing and reduce credibility. Reflect Market Trends: Keep up-to-date with industry standards to ensure your offerings are competitive. Internal Pay Equity: Make sure that the salary range aligns with internal pay scales for similar roles, fostering fairness within your organization. Regular Updates: Keep your salary data up to date. Market conditions change, and so should your compensation ranges. Communication is Key: Be transparent with your existing workforce about how salaries are determined. This can improve morale and trust within your team. 💡 A Good Thing for All: Salary transparency isn't just a legal compliance issue; it's about fostering a culture of openness and trust. It benefits employers by improving employee satisfaction and retention and helps job seekers make informed decisions. 🗓️ In Force Date: Stay tuned for more details on the exact date this change comes into force, as it’s a critical piece of information for all Ontario employers. For HR Leaders who aren't currently practicing this, what's the tea? How are you approaching this change in your businesses? #OntarioJobs #HRCommunity #WorkingForWorkers #SalaryTransparency #LabourLaw #EmploymentStandards 🔗 Dive Deeper: Learn More About the Working for Workers Act:

The gig economy has kept the world going throughout the pandemic in many ways. It provided income to those who needed it while providing convenience to those who needed it. There's been many things that have shaped it as the use of various apps has grown - starting with California and their Prop 22; which was passed in November 2020. It allows app-based transportation and delivery companies to classify their drivers as independent contractors, rather than employees. This gave gig workers, the following:  -A guaranteed minimum wage -Health insurance subsidies for drivers who average 25 hours of work a week - Company-provided healthcare subsidies equal to 41% of the average California Covered (CC) premium each month for drivers who average between 15 and 25 work hours per week during a calendar quarter Well, fast forward to the current. The Labor Department announced a new rule that makes it harder to classify workers as independent contractors. Starting in March, companies will be required to offer gig workers who are no longer deemed contractors the same benefits and legal protections as employees, including the right to the minimum wage, overtime pay, and unemployment insurance. This happening will push millions of gig workers to be reclassified. Many gig workers speak often for higher profit sharing, but this could be the next best thing for them. This could become interesting due to layoffs in multiple industries still happening and a lot of those laid off often look to gig work to help fill the void that could be seen by the layoff. But could this push those companies to do what’s in the best interest of the workers or fight this for even longer? What are your thoughts around not only gig work, but this new push by the Labor Department? #gigworkers #gigeconomy #futureofwork 

Employees Contacted After Hours Could Receive Increased Compensation Labour's new plans could see employees who are consistently contacted by bosses outside of working hours receive significant compensation. The introduction of the "right to switch off" aims to establish clear boundaries between work and home life, following successful examples in Belgium and Ireland. 🌟 Key Highlights: Right to Switch Off: Employers and employees will agree on specific hours during which contact is permitted, helping to protect personal time. New Code of Practice: Expected to be issued by Acas, this code will guide employers on best practices and principles for out-of-hours communication. While broad, it will offer flexibility to suit different business needs. Significant Tribunal Payouts: Employees could secure thousands of pounds in compensation if employers repeatedly breach these agreements. This includes a potential 25% increase in compensation if codes of practice are ignored Broader Reforms:  Ban on exploitative zero-hour contracts Ending the practice of fire and rehire Boosting the minimum wage Offering rights to sick pay, parental leave, and protection against unfair dismissal from day one after probation. Angela Rayner emphasises that these changes will bring together workers and businesses for the overall good of the economy. Government sources highlight that while the policy will need to be tailored to each workplace, it aims to balance the needs of both employees and smaller companies. The Department for Business and Trade proudly states that this is the biggest upgrade to workers' rights in a generation. A spokesman added, "Our plan to Make Work Pay will consider various approaches to the right to 'switch off' that work for both businesses and employees alike. Further details will be provided in due course." Jacqui Adams, MBA ✅Kim McMillan, MSc. MCIPDHolly Haddock Assoc CIPD #WorkersRights #LabourPolicy #RightToSwitchOff #Compensation #WorkLifeBalance #EmploymentLaw #EconomicGrowth

Labour launched their Make Work Pay deal, committing to introduce legislation within the first 100 days of office focused on minimum wages reflecting the cost of living, removing age bands on worker benefits and expanding flexible working. Learn more here: https://lnkd.in/ezAPWREk #employmentsupport #FuturethatWorks

🚨 Important Update for Employers and Employees in Portugal 🚨 In a significant shift from previous practice, the Authority for Working Conditions (ACT) has recently updated its interpretation of the Labor Code, impacting employer-employee relations concerning adjustments in work schedules and compensation. As of early 2024, a notable change has taken effect, albeit not yet formally announced to the public. Historically, under the Portuguese Labor Code, specifically articles 119 d), 129, and 217, any intention by employers to reduce an employee's work hours from full-time to part-time, alongside a corresponding salary adjustment, required prior authorization from the ACT. This process ensured that changes were scrutinized and approved, safeguarding employees' rights and interests. However, the beginning of 2024 marked a pivotal change. The ACT has ceased to require employers to seek authorization for reducing employees' work schedules and salaries, provided that the reduction in hours aligns with a proportional salary adjustment. This development simplifies the procedure, allowing employers to directly implement such changes without the interim step of ACT approval. This update has been confirmed through various channels, including multiple phone consultations and a recent communication received from the ACT itself. The authority clarified that only salary reductions not accompanied by a proportional decrease in working hours—such as those resulting from market shifts, organizational restructuring, or demotion—will still need to pass through ACT scrutiny. This change signifies a move towards a more streamlined approach, emphasizing the principle of proportionality in work hours and salary adjustments, thereby exempting them from the ACT's direct involvement. We will be attaching the ACT's resolution in writing for further reference. This update is crucial for both employers and employees to understand, as it directly affects the dynamics of employment contracts and salary negotiations. Stay informed and adjust your HR practices accordingly. For any assistance or clarification on how this change might affect you or your organization, feel free to reach out. #LaborLaw #ACT #Portugal #EmploymentLaw #HR #LegalUpdate #FiOLegal

WRITTEN PARTICULARS – SECTION 7 Section 7 of the Labour Act makes it mandatory that contracts of employment must be in writing, and this must be done within 3 (three) months of the employee’s resumption. It was designed to ensure that workers receive a clear and formal understanding of their employment terms, promoting transparency and fairness in the workplace.   It provides both the worker and the employer with a written reference that can help avoid or dissolve disputes in the future. Section 7 (1) states thus – Not later than three months after the beginning of a worker's period of employment with an employer, the employer shall give to the worker a written statement specifying: (a) The contract should include the name of the employer or group of employers. If the worker is employed by a larger undertaking or company, this must also be specified. This ensures that the worker knows exactly who their legal employer is.   (b) The contract must include the name and address of the worker, as well as the place and date of their engagement (i.e., when and where the worker was hired). This helps to officially document when the employment began. (c) The nature of the employment or job description must be stated, outlining the worker’s duties or responsibilities. This helps define the scope of their job responsibilities. (d) If the employment contract is for a fixed term (i.e., it has an end date), the statement must specify the date when the contract will expire. This provides clarity on the duration of the employment if it is not indefinite. (e) The statement must specify the notice period required for either party (employer or worker) to terminate the contract, in line with Section 11 of the Labour Act. Both parties must be aware of the proper procedure for ending the employment relationship. (f) The rates of wages (salary) must be specified, along with the method used to calculate the wages (whether hourly, weekly, monthly, etc.) and the frequency and manner of payment (e.g., bank transfer, cheque). This ensures transparency in how the worker will be paid. (g) Terms and conditions related to: (i) Hours of work: The statement must include the agreed-upon working hours. (ii) Holidays and holiday pay: This includes the worker’s entitlement to annual leave and how holiday pay will be calculated. (iii) Sick leave and pay: It should cover provisions for incapacity due to illness or injury, including whether or not sick pay is provided. Section 7 (2) mandates that the worker must be informed of any changes in the contract of employment within one month.   Section 8(1) states thus – Every worker who enters into a contract shall be medically examined by a registered medical practitioner at the expense of the employer. Please feel free to contribute, argue or question anything in this post. Thank you for reading to this point.