Changes to UK law relating to employment terms and conditions have come about due to the 2017 Taylor Review. Anna Illingworth, employment law specialist at Rowberry Morris, outlines the results.
While there is no legal requirement for an employee to have a written contract of employment, the law requires an employee to be given a written ‘section 1 statement’ of certain particulars. Among other things, the plan announced changes to the scope of section 1 statements.
From 6 April 2020, the section 1 statement must be provided to all staff including workers, not just employees, with no minimum service requirement. Most particulars must be provided in a single statement before the job begins – an immediate ‘day one’ right.
New additions to existing particulars include: days of the week the worker is required to work, including any variables; entitlement to paid leave, including maternity and paternity; any other remuneration or benefits; any probationary period, including conditions of its duration; any training provided including whether it is mandatory and/or must be paid for by the worker.
The following must also be given in the principal statement: the notice period for termination by either side; terms relating to absence due to incapacity and sick pay; terms as to length of temporary or fixed-term work; terms relating to work outside the UK for a period of more than one month.
There are some exceptions: for example, pensions information can be provided up to two months later.
These new requirements will not apply to employees whose employment started under the existing rules. However, from 2020 an existing employee (not workers) may request a written statement of particulars complying with the new requirements.