The Workers (Predictable Terms and Conditions) Act has achieved Royal Assent, granting millions of workers the right to request more predictable working patterns. This legislation encourages workers on atypical contracts, including those on zero-hours contracts, to initiate discussions with their employers about their work hours. It addresses the imbalance of power between some employers and atypical workers, fostering greater flexibility and predictability.
Under this act, workers with uncertain working hours or fixed-term contracts of less than 12 months can formally apply to change their working patterns to make them more predictable. Employers must respond to such requests within one month. This new law not only benefits workers but also promotes job satisfaction and retention, ultimately supporting businesses.
This development is part of a broader package of Private Member Bills supported by the government, reinforcing workers’ rights in the UK. These measures include neonatal care leave for employee parents, fair distribution of tips and gratuities, enhanced protection against redundancy for pregnant women and new parents, unpaid leave for unpaid carers, a right to request flexible working from day one, and more.
The Workers (Predictable Terms and Conditions) Act contributes to a flexible labor market while bolstering workers’ rights, offering businesses the confidence to invest in their workforce and foster economic growth. The Act is set to take effect approximately a year after receiving Royal Assent, allowing employers time to prepare for the changes. Additionally, Acas will develop a new statutory Code of Practice to guide workers and businesses on the implementation of the Act, with a public consultation on the draft Code scheduled for the autumn.