Work organisation
The policy intent behind the measures relating to zero and low hours workers in the Employment Rights Bill is to end one-sided flexibility and "exploitative zero hours contracts". This does not mean that there will be an outright ban on such contracts. What it does mean is that there will now be a legislative framework, the intention behind which is to deliver a better level of predictability and security for workers. Barrister and mediator Alison Frazer looks at the practical implications for HR.
Updated to take into account the increase in the cap on a week's pay with effect from 6 April 2025.
Updated to reflect the increase in the maximum amount of a guarantee payment, effective from 6 April 2025.
Enhanced to include information on temporary employment agency work in Malaysia, Portugal and South Korea.
Updated with details of the Government's plans to tackle issues of tax and employment rights non-compliance by umbrella companies, announced in its response to a consultation.
On 4 March 2025, the Government issued its response to a consultation launched by the previous Government: Tackling non-compliance in the umbrella company market.
Agency workers will be included in the ban on 'exploitative' zero-hours contracts, as the government tables around 250 amendments to its landmark Employment Rights Bill today.
Enhanced by creating five separate guides on devising a reward package for international assignments, to help you find the guidance you need. This initial guide discusses what factors should be considered, such as the length, type, and value of assignments, when deciding how to approach reward for international assignments.
Leading practice guidance discussing the core elements of a relocation package in order to get the assignee and their family to the new location.
Leading practice guidance discussing the benefits and allowances typically provided in an expatriate's package for the duration of their assignment.
HR and legal information and guidance relating to work organisation.