The impact of Brexit on employment law is still something of a mystery. However, the Government, upon winning the election, removed from the Brexit Withdrawal Agreement Bill its promise to safeguard existing workers’ rights which originate from the EU including working time, equal pay and maternity leave rights.
The Government intends to legislate separately to protect and even enhance workers’ rights in a new Employment Bill, further details of which are below.
The Queen’s Speech
The Queen’s Speech set out details of the proposed Employment Bill.
The Bill is to also include provision for a single labour market enforcement agency, the right to request a more predictable contract and the right to neonatal leave and pay for parents of premature or sick babies. It will also extend the redundancy protection for pregnant workers, provide a weeks’ leave for unpaid carers, make flexible working the default position (unless the employer has good reason) and require tips to be received by workers’ in full, all of which were promises made in the Conservative manifesto.
The Good Work Plan
There are already a number of key changes to be implemented on 6 April this year including:
Statutory Pay Rates
As of 5 April 2020:
The Supreme Court will rule on the Mencap case relating to employees who “sleep in” and whether that constitutes working time. The Supreme Court will also consider the employment status of Uber drivers which will no doubt receive a great deal of attention as the controversial issue of employment status rumbles on.
If you would like to discuss any of the above, please contact the Employment Team, or call 0191 232 8345.