On 7 July the UK government published significant amendments to the Employment Rights Bill (ERB) to be considered in the final stages of the ERBs parliamentary process. It is not clear which amendments will make their way into the final version of the Bill, but some have been proposed by Labour peers and are therefore
(Note: Since drafting this post, the Government has published the consultation documents so a further update will follow.)
The UK Government has today (7 February) announced its Good Work Plan (the Plan) in response to the Taylor review of Modern Working Practices published last year which set out a number of recommendations,
The long awaited Taylor Review of Modern Working Practices was published on 11 July. The recommendations from the review throw some interesting questions into the mix. The general theme is the need for an adaptable, consistent and protected community in which employment and security of workers can prosper. It will be interesting to see how
In the UK, a zero hours worker is a casual worker engaged on a zero hours contract. A zero hours contract is defined in UK legislation as a contract of employment or other worker’s contract under which a worker undertakes to perform work conditionally on the employer making such work available, but there is no
Unlike in the U.K. and other EU member states, zero hours contracts are not (yet) common practice in Germany. To date, other arrangements aimed at achieving “flexible working” such as fixed-term or part-time contracts, secondment of personnel and – more recently – contracts to provide services have been more widespread. However, as German case law