In addition to the information which must be set out in employment particulars at present, the following information must be provided. This means that all workers and employees will have the right to receive the majority of their employment particulars from day one of their engagement, no matter how long they will be working for an organisation. The qualifying period of employment and the ‘grace period’ of two months from the start of employment will be abolished. What’s changing?įor individuals who start work on or after 6 April 2020, a written statement of employment particulars must be provided to workers, as well as employees. Employees must have at least one month’s service in order to enforce this right. Under section 1 of the Employment Rights Act 1996, a written statement of employment particulars must be provided to employees (not workers) within two months of the start of their employment. To that end, from 6 April 2020, employers will be required to provide more detailed particulars of employment, to a wider section of their workforce. The government responded to this with its Good Work Plan, which included proposals to improve the information that must be provided when an individual starts a new job. If you cast your mind back to 2017, you will remember that the highly anticipated Taylor Review of Modern Working Practices was published amid much publicity, and made a wide range of recommendations for reform of working practices. Changes to written employment particulars in April 2020
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