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Zero-Hour Contract Ban to Include Agency Workers Under New UK Employment Bill
The British government made a significant policy change with new amendments to the Employment Rights Bill that blocked zero-hour contract abuse for agency employees. Employers must promise agency staff a specific weekly working schedule before employees begin their assignments. This reform belongs to the 250 updates the government will present on Tuesday.
Though trade unions support the new policy the REC still doubts how well this rule will help workers who prefer temp agency roles. When agency staff on zero-hour contracts see their late notice schedule changes they will receive payments from their employers but the definition of late notice has not been released. Workers will receive their minimum hour guarantee by measuring the typical number of hours they worked with details about the reference period awaiting final government approval.
The bill now includes terms to prohibit companies from forcing staff to rehire under worse conditions. The legislation now enables employees to seek up to 180 days’ worth of pay in case their employer terminates and re-hires them for reduced conditions without proper participation. People earning less than £123 per week can access sick pay by receiving 80% of their average earnings or statutory sick pay depending on what amount is lower.
Trade unions should receive less notice before deciding to strike since the designated period will decrease from 14 to 10 days. The government wanted to change the criterion for union formation elections but did not establish specific limits. Business organizations express worry about a possible decrease in work opportunities because government policies remain unclear to them.
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