Within this plan, the government commits to a wide range of policy and legislative changes, clarifying the relationship between employers and workers, while ensuring the enforcement system is fair and fit for purpose.
Although the original intentions of Swedish derogation were to offer reassurance that individuals would still earn during quieter periods, some employers have been using this opt-out to reduce the size of their pay bill.
Nowadays it is very unusual for agency workers to have gaps between their assignments, and in some cases, employers have devised schemes to keep their exposure to a minimum contrary to the requirements originally outlined.
In order to create a level playing field between businesses, there needs to be effective enforcement.
The government plans to extend state enforcement for vulnerable workers, introducing tough financial penalties and an approach that already applies to underpayment of the National Minimum Wage.
Research Paper On Financial Services - Pay Between Assignments
Since 2010, the UK has experienced lower unemployment rates across every region, underpinned by a strong and innovative labour market that has seized on the opportunities offered by new technologies, emerging business models and changing ways of working.This involves increasing enforcement protections for agency workers where they have pay withheld or unclear deductions made, while new legislation will increase the maximum penalty imposed during employment tribunals on the grounds of aggravated breach.These proposed changes will significantly change the enforcement landscape, naming and shaming employers who fail to pay tribunal awards on time and making workers aware of the rights they have.The government unveiled its Good Work Plan in December last year as a direct and carefully detailed strategy to strengthen worker’s rights and change employment laws.It outlines an intention to improve conditions for agency, zero-hour and other atypical workers.New legislation will give workers the right to request a more stable contract, allowing them to benefit from flexible working, without the financial uncertainty.Those happy to work varied hours each week can do so, but others will be allowed to request a fixed working pattern after 26 weeks of service, giving workers greater control over their own lives.You have the right to return to your job after your maternity leave.Your employer should assume that you wish to take 52 weeks of maternity leave, unless you give notice otherwise.The government aims to repeal Swedish derogation with new legislation, banning the use of this type of contract to withhold equal pay rights.Instead, long-term agency workers will receive equal wages to those of permanent employees.