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Workers (Predictable Terms and Conditions) Bill

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This Bill has received royal assent in the last couple of months and is expected to come into force in September 2024. We updated you in our Newsletter 2023 Issue 2 (here) on this Bill. In summary, when it comes into effect, this Act will:

  1. Burden of additional costs
  2. Detrimental effect on ability to meet customer demand
  3. Detrimental impact on the recruitment of staff
  4. Detrimental impact on other aspects of the employer’s business
  5. Insufficiency of work during the periods the worker proposes to work
  6. Planned structural change

If a request is granted, employers must offer the new terms within two weeks of granting the request. Employers cannot make detrimental changes to other contractual terms at the same time as making the changes required as a result of the approved request.

The maximum penalty for failing to deal with a request for a predictable working pattern will be eight weeks’ pay.

ACAS has published a consultation on a draft Code of Practice on handling these applications (see ‘Consultations/ACAS Consultation – Predictable Working Patterns’   in this Newsletter).

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