New Job? What You Now Need To Do From Day One ~ Or Earlier

New Job? What You Now Need To Do From Day One ~ Or Earlier

Major changes to what information your employer has to provide to all new employees and workers come into force after April 6 this year.

In addition to greater detail, the new document, a: Statement Of Main Terms and Conditions (SMT) now applies to both employees and workers on the first day they start work nor before they start work. There is no requirement, however, for your employer to issue you with this if you are already employed before this date.* see last paragraph.

Before this was introduced, it was only necessary for your employer to supply a contract if your employment was to last for more than one month. That has now changed and even short-term employees or workers will have to be given a statement.

What has to be in the Statement

Employers already have to give employees a long list of information relating to their terms and conditions of employment. From 6 April, the following has to be included:

  • The days of the week you are required to work and whether working hours or days may be varied, with details of how they may vary.
  • Your entitlement to paid leave (other than paid holiday, which already has to be provided), including maternity, paternity and adoption leave.
  • Any other remuneration or benefits provided by your employer.
  • Any probationary period, including any conditions and how long it will last.
  • Any training provided by your employer, including whether you are required to complete it and whether your employer will pay for this.

*

Worker status

Worker status is sometimes seen as a “half-way house” between employee and self-employed status. Workers are entitled to fewer statutory rights than employees, but do have some key legal rights, including:

  • Protection from discrimination.
  • Protection against unlawful deduction from wages.
  • Entitlement to the national minimum wage.
  • Self-employed status
  • The self-employed enjoy no statutory employment rights (although they may be protected by discrimination law)

 

What is the significance of the distinction?

Legal protections

Some core legal protections only apply to employees, for example the right:

  • Not to be unfairly dismissed.
  • To receive a statutory redundancy payment.

 

 

The Graham Agency, working with you.

 

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