Exciting changes are on the horizon for employees with the upcoming Workers (Predictable Terms and Conditions) Act 2023, which will take effect in October 2024. Here’s everything you need to know about what this new legislation means for you.
What is the Workers (Predictable Terms and Conditions) Act 2023?
The Act introduces a new right for employees and agency workers to request more predictable terms and conditions of work. This is particularly beneficial for those on zero-hour contracts, fixed-term contracts, or other atypical employment arrangements.
What are the benefits of the Act for me?
For those of you on zero-hour contracts or short fixed-term contracts, the Act represents a significant step towards greater job security and work-life balance. It acknowledges your need for predictable work patterns, which can reduce stress and improve your overall well-being.
Am I eligible to make a request?
You are eligible to make a request if your working pattern has a lack of predictability, such as varying hours, days or contract lengths, and your request is applying to get a more predictable working pattern. You must have also been employed by the same employer for a minimum defined period.
What changes can I request?
You can request changes related to the following:
- The number of hours you work
- The days of the week you work
- The times of day you work
- The length of your contract
What is the process of making a request?
The process for requesting a more predictable working pattern is similar to the procedure for flexible working requests.
- Submit Your Application:
Specify the desired change in your work pattern and the date you want it to take effect.
- Employer’s Responsibility:
Your employer must handle the request reasonably and respond within one month. A meeting should be held to discuss your application.
- Decision and Outcome:
If the request is approved, you will receive a new contract reflecting the changes.
If denied, the employer must provide a valid reason, such as additional costs, impact on customer demand, recruitment issues, overall business impact, lack of work during proposed times, or planned structural changes.
- Right to Request:
You have the right to request a more predictable working pattern, but it’s not guaranteed to be granted. Employers can reject requests based on specific business-related grounds.
What if my employer rejects my request?
Your employer must provide specific business-related reasons for rejecting your request. You have the right to appeal the decision. If your employer fails to handle your request reasonably, you may be able to bring a claim.
Contact us
At Macks Solicitors, we are committed to helping you understand and make the most of your new rights under the Workers (Predictable Terms and Conditions) Act 2023. Our expert employment law team is here to provide guidance and support to ensure you can navigate these changes smoothly.
Macks Solicitors advise clients on all aspects of employment law, for a free initial assessment of your case call 01642 843 670.
