It is now expected to be published in 2021, Parliamentary time permitting, and the measures are wide-ranging, several originating from the Good Work Plan back in 2018. The headlines of the Bill are outlined below for information and to provide a long view. We have, as yet, no timings or details for implementation although it is unlikely to be published before the current vaccination programme is more widespread, lockdown is easing, and some 'normality' is returning.
Right to request a more predictable and stable contract after 26 weeks’ service
This measure is to address the unpredictability of zero-hours contracts and the vulnerability zero-hours workers often feel. Early commentary on this measure intimated that the process may be like that of requesting flexible working practices, but this has not been confirmed.
Longer redundancy protection for pregnant employees
Under current legislation, pregnant employees are given protections against redundancies for the duration of their maternity leave. Under the Bill, this protection period would be extended to the date employees notify their employer of their pregnancy until six months after their return to work.
Extended leave for parents of children in neonatal care
We understand that the Government intends to introduce the right for parents to take an additional week of leave for every week their baby is in need of neonatal care, up to a maximum of 12 weeks. The leave will be added to the end of the parent’s maternity or paternity leave.
Carers’ leave
The Government consulted in March 2020 on the proposal to introduce a new right for employees with caring responsibilities to take a week’s unpaid leave each year. The consultation sought views on eligibility, the purpose of the leave and notification details. No government response has been issued as yet.
Single labour market enforcement
The aim of this body is to ensure that vulnerable workers are better informed of their rights and to support businesses in compliance. The Government of the day consulted on this body in 2019 but this Government has yet to respond.
Payment of tips and service charges
The Bill provides that all tips and service charges go to workers and the distribution be supported by a statutory code.
For further information in relation to any of the above, please contact your relevant ACS contact or Jackie Morris.
The Academies Financial Handbook is updated annually by the Department for Education and the Education and Skills Funding Agency; it contains a number of governance requirements for academy trusts.
Supreme Court publishes key decision for those working in the UK’s gig economy.
From 6 April 2021, it will be the responsibility of medium and large private sector organisations to assess whether contractors working through an intermediary come within the ambit of IR35.
The 'Chocolate Snowman Appeal' is an amazing initiative that Anthony Collins Solicitors' (ACS) employees take part in every year.
The Building Safety Bill (the Bill) is said to be the most significant and wide-ranging change to the regulatory environment for higher risk building (HRBs) for over 45 years.
On 4 November 2020, the Restriction of Public Exit Payments Regulations 2020 (the Regulations) came into force; exit payments for the public sector were capped at £95,000.
The case was brought by the Official Receiver who sought disqualification orders under section 6 of the Company Directors Disqualification Act 1986 (CDDA 1986) against the seven trustees of Kids Company and its CEO. It illustrates well the tension between the role of a fulltime paid CEO of a large charity and the role of its board as voluntary trustees/directors.
At the end of 2020, The Charity Governance Code was updated or 'refreshed' as it is termed on its website.
Anthony Collins Solicitors is today (Thursday 11 February) revealing the scale of its social impact during 2020.
In their first podcast of this series, current and future trainees will discuss their journey and route to securing a training contract at Anthony Collins Solicitors.
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