The Good Work Plan - Is It Still Relevant?

Back in April 2020, the UK government introduced the Good Work Plan, which you might have heard described as the biggest change to employment law in years. It was designed to make the world of work fairer and clearer, giving employees stronger rights and giving employers more guidance on what’s expected.

Five years on, The Good Work Plan is still very much in force and relevant to employers today.

Frequently Asked Questions:

1. What is the Good Work Plan and when did it start?

Answer: The Good Work Plan is a package of UK employment law reforms that took effect on 6 April 2020. It followed the Taylor Review and aims to strengthen workers’ rights, improve transparency, and help employers stay compliant. Key themes include fair and decent work, clarity on terms and conditions, and stronger enforcement.

2. What changed about contracts and written particulars from day one?

Answer: From 6 April 2020, all new employees and workers must receive a written statement of employment particulars on or before their first day. This principal statement must cover core terms such as pay, hours, leave, probation, and other key benefits. Previously employers had up to two months, and it applied only to employees.

3. How did the Good Work Plan change holiday pay and agency worker rules?

Answer: Holiday pay for staff with variable hours must be calculated using a 52-week reference period rather than 12 weeks. For agency workers, the repeal of Swedish derogation means equal pay with comparable direct hires after 12 weeks, and employment businesses must issue a Key Information Document that sets out status, pay, deductions, and leave.

Check out other Blogs in our series:

What UK Small Businesses Need to Know to Stay Legally Compliant as They Grow

2025 Employment Law Changes: Are You Up To Date?

An Employer’s Responsibility to Consult on Change

The content of our blogs is intended for general information and not to replace legal or other professional advice.

Good Work Plan 2020, UK employment law changes, Taylor Review, workers’ rights, HR compliance for small businesses, written statement of employment particulars, day one right, Section 1 Employment Rights Act, contract terms, onboarding compliance, holiday pay 52-week reference period, variable hours workers, agency workers equal pay after 12 weeks, Key Information Document, KID requirements