The ministers will continue to strengthen the rights of unions and workers in key areas such as unjust dismissal, zero hours and sick leave payments, although they have committed themselves to take care of the company.
More than 200 new amendments to the Government’s leading proposal for the Employment Rights Act should be published on Tuesday, classifying the details of some of those policies that are designed to tilt the balance of power from the bosses to workers.
Employers are worried that a cleaning package, by pointing a strip and suppression of practice such as zero and “fire and rehire” contracts, will be charged with the costs at the top of the tax increase and the rates of the minimum wage they have already faced since April.
IN government He said last month that business leaders “pushed the open doors” in their attempts to soften some of the legislation elements.
Jonathan Reynolds, a Business Secretary, said that the proposal of the law was a “fundamental part of our mission for growth of the economy” by resolving low salary, bad working conditions and poor work safety and that the Government was “dedicated to working with all stakeholders on how to do the best of these measures in practice”.
However, his statement did not point out any essential changes in the measures in the proposal of the laws that employers are most concerned about, including the introduction of the so-called protection on the first day of dishonest release, near the ban on the use of “Fire and Rehire” and a favorable upgrade of trade union rights.
Instead, several changes to the law will further strengthen the workers’ rights.
Amendments will be restrained in “Association Tactics” that great employers used to eliminate the offers of the union to win the right to collective negotiations.
They will include a prohibition of employers who “floods” of the labor force to try to dilute membership in the union ahead of the ballots in the union – such as the pre -bringing of a large number of workers to temporary contracts.
Separate amendments will shorten the notification that unions should be given before setting the strike strike, and double the period during which the strikes can continue until they need to renew their mandate through a new ballot, from the current six -month limit to the year.
Paul Nowak, General Secretary of the Union Congress for Trading, an umbrella body, said that “healthy reason” reforms “would prevent employers from using” awful tactics “to stop workers.
But Jane Gratton, Deputy Director of Public Policy in British Chamber of Economic Chamber, said that changes were “worrying for work”, adding that it was not in anyone’s interests that “she has a situation where it is easier and faster to end with the strike.”
Tina McKenzie, chairman of the Policy of the Federation of Small Enterprises, said that ministers “missed the opportunity to intervene and help companies carry.”
The main concern for small businesses was still “a threat to court as soon as they take the risk by hiring someone, the accessibility of the proposal for sick leave and pure uncertainty of other parts of this mass of complex new rules,” she added.
A sick salary for the lowest paid workers will be set at a higher rate than expected before, with 80 percent of normal earnings, and there will be clearer rights to vacation for parents who suffer from abortion.
Amendments will also increase penalties for companies that violate the rules on collective consultations on excess, at a maximum of 180 days of workers’ salaries, from 90 days. However, the Government refrained from becoming unlimited – the option he advised.
Companies also won the changes in the provisions that could leave large companies in constant consultation when they planned to release on multiple websites. The government announced that his amendments meant that he would need to be advised to dismiss more than 20 workers in one place or when making a certain share of his entire workforce.
Gretton said that it was also a relief that the Government confirmed that employers would be able to hire people at a terms for nine months without a misdemeanor of new rules on dishonest dismissal. The government confirmed the obligation and said that the ministers would advise on how the process would function.
The government also left the scope for further consultation on how the so -called prohibition of zero contracts will be applied to agency workers. Ministers believe that it is necessary to include them in order to avoid employers who bypass their obligations by hiring the temp. But business groups are worried that change will undermine their ability to refer to the flexible labor.
Reynolds said that amendments would allow flexibility on whether agencies or end users are responsible for the bids of workers guaranteed hours, and precisely how they were compensated for shifts canceled in the short term.
People who work through the so-called umbrella of the company will be treated the same way as those who directly downloaded the Employment Agency for the Employment Agency that lasted in the change so as not to be underestimated.
Another amendment will provide greater powers to the FER Work Agency or FWA to reduce bad practice, with the powers to conduct investigations and bring civic cases against the thieves of employers at the Civil Penalties Courts, as well as the issuance of civil penalties and financial-laids-laids.
These changes are likely to welcome business groups, who want to strengthen implementation to ensure equal conditions, and say that civic actions can be faster and less expensive than long court cases.
