Employees will be given more say over their working patterns as new laws come into force.
The Workers (Predictable Terms and Conditions) Act 2023, which received royal assent last week, gives individuals on atypical contracts – including those on zero-hours contracts –- more predictable working hours.
At Glen we do not have zero-hour contracts, however we do have some employees with variable hours dependant on workload. ACAS is producing a new Code of Practice that will provide clear guidance on making and handling requests. The act comes as part of a package relating to the UK’s changing workers’ rights laws. These include:
Supporting employee parents of newborn babies who are admitted into neonatal care with up to 12 weeks of paid neonatal care leave.
Offering pregnant women and new parents greater protection against redundancy.
Entitling employees who are also unpaid carers to a period of unpaid leave; and
Day-one right to request flexible working, and a greater say over when, where, and how they work.