There is now a right for all workers to be provided with an itemised pay statement and the ability to enforce this right at an employment tribunal containing the number of hours paid for, where a worker is paid hourly.
Grandparental leave. Despite government announcements of plans to extend shared parental leave and pay to working grandparents by 2018, further development is still awaited.
Abolition of the “Swedish derogation”. The draft Agency Workers (Amendment) Regulations 2019, which are due to come into force on 6 April 2020, will remove the Swedish derogation from the Agency Workers Regulations 2010 to give agency workers a right to pay parity with direct employees after 12 weeks. These measures were introduced by the Good Work Plan
The Parental Bereavement (Leave and Pay) Act 2018 is expected to come into effect in April 2020. Under the new legislation, which received Royal Assent on 13 September 2018, all employed parents will be entitled to a day-one right to two weeks’ leave if they lose a child under the age of 18 or suffer a stillbirth from 24 weeks of pregnancy.
Later this month the employment tribunal is due to make a long-awaited preliminary hearing decision in Casamitjana v League Against Cruel Sports on whether ethical veganism is a protected belief under the Equality Act 2010 (EqA 2010).
Failure to give statement of particulars of employment
Under section 1 of the Employment Rights Act 1996 (ERA 1996), employers must provide employees whose employment is to continue for more than one month with a written statement of certain terms of their employment (contract). At present this must be given within 8 weeks of start however may change to ‘immediately’. Failure to do so may lead to a claim of 2-4 weeks pay!