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Get ready for employment law changes coming in April 2020


Adrian Fryer

All employees must be issued with a statement setting out specific terms of their employment within two months of them starting work (known as a Section 1 Statement). Often this information will be part of a lengthier employment contract. From the 6 April 2020 the requirement to issue a Section 1 Statement will extend to workers as well as employees. It must also be issued on day one of the employment and the information it must include is expanding.

If you employ staff or if you have contractors who are deemed to be ‘workers’, it is essential that you review your employment documentation to ensure it is compliant.

Why are these changes being made?

Back in 2017 the government-commissioned Taylor Review of Modern Working Practices was published and in 2018 the government published its Good Work Plan which announced several changes that would be implemented as a result of the findings of the Taylor Review.

The Good Work Plan explains: “Alongside improving clarity around employment status it is imperative everyone knows from day one of starting a job what rights they are entitled to.”

The changes seek to avoid disputes by ensuring both parties to an employment relationship are clear on their rights and obligations from the outset. It goes on to state “We also want to ensure the content of a written statement is as useful as possible to both the individual and the employer so will be expanding the information required”.

What additional information must I include?

The legislation contains a list of what must be included as follows:

  • how long a job is expected to last, or the end date of a fixed-term contract
  • how much notice an employer and worker are required to give to terminate the agreement
  • details of eligibility for sick leave and pay
  • details of other types of paid leave such as maternity leave and paternity leave
  • the duration and conditions of any probationary period
  • all remuneration (not just pay) – contributions in cash or benefits-in-kind, for example vouchers and lunch
  • which specific days and times workers are required to work.

There are some exceptions and there is certain information that must be supplied to the employee, but that can be contained in other documents.

What action should I take?

We can help you prepare for the changes by reviewing and amending your employment documentation to ensure it is compliant.

Contact our Employment Team