The new legislation under the Workers (Predictable Terms and Conditions) Act 2023 was due to come into force in September 2024, providing workers a new right to request a more predicable working pattern related to days, hours, or times of work. However, the new Labour Government have confirmed it will repeal the Act, introduced by the previous government, scrapping the legislation.
The Workers (Predictable Terms and Conditions) Act 2023 came into force on 18 September 2023 but needed secondary legislation before implementation later this month (September 2024).
This didn't take place prior to the general election, and the Department for Business and Trade has now confirmed that there are no plans to proceed with introducing this legislation. Rather than the Labour government being opposed to enabling predictable working patterns, they feel the legislation did not go far enough and intend to introduce stronger employee rights in their own forthcoming legislation.
As outlined in Labour's Make Work Pay plan, the Government has stated its intention to end the ‘one sided’ flexibility of some zero hours contracts, and ensure all jobs provide a ‘baseline level of security and predictability.’
What are the challenges of predictability?
Predictability in working patterns can bring several benefits, such as providing a sense of security and allowing for better planning and goal setting. However, it also comes with its own set of challenges.
While predictability offers stability, it can conflict with the need for flexibility. For instance, businesses that experience fluctuating demands may struggle to provide predictable schedules without compromising their ability to respond to changes.
Navigating these challenges requires a careful balance between the needs of the business and the preferences of staff.
Check out our other blogs in the series:
If you have any questions regarding HR or Health & Safety, please get in touch via clientservices@robinsongracehr.com or ring us on 01793 311937.
The content of our blogs is intended for general information and not to replace legal or other professional advice.
Comments