As part of ongoing efforts to ensure fair and progressive employment practices, the Department for the Economy NI has initiated the ‘Good Jobs Review’. Here at NICVA we are keeping up to date and actively engaging with the Department to advocate for policies that support the sustainability and resilience of our sector.Here’s a breakdown of the key anticipated changes expected later in 2024 and what they could mean for your organisation.
Terms of Employment
Several potential changes could impact how you manage your workforce:
- Zero Hours Contracts: The Department is considering limiting or banning zero hours contracts to reduce job insecurity.
- Employment Status: Efforts are underway to address bogus self-employment, where workers are wrongly classified as self-employed, depriving them of rights.
- Fire and Rehire: Regulations may be introduced to curb unfair dismissal and re-engagement practices.
- Redundancy Notifications: Company directors could become personally liable for not notifying the Department when making 20 or more redundancies.
- Written Statements for Workers: Employers may be required to provide all employees and workers with a written statement of employment terms from day one.
- Agency Workers: Changes could be introduced to ensure pay parity for agency workers and mandate a "Key Information Document" to clarify employment terms.
Pay & Benefits
The Department is also considering changes that could affect how businesses manage tips, payslips, holiday pay, and working hours:
- Fair Distribution of Tips: Legislation might require employers to fairly distribute tips among workers.
- Payslip Changes: All workers, including freelancers and contractors, could receive detailed payslips showing the hours worked.
- Holiday Pay Calculation: For workers with irregular hours, the holiday pay calculation period may extend from 12 to 52 weeks, making it more reflective of average earnings.
- Record Keeping for Working Hours: The Department is exploring whether stricter record-keeping for working hours is needed to avoid disputes.
- Right to Disconnect: There is a consideration of whether a "right to disconnect" should be introduced to ensure a healthy work-life balance.
Voice and Representation
Proposed changes aim to strengthen trade unions' role and improve workplace relations:
- Trade Union Access: The Department is considering granting unions more access to workplaces, which could impact smaller businesses.
- Collective Bargaining: Lowering the threshold for union recognition from 21 to 10 employees is being discussed, as well as the potential introduction of sector-wide collective bargaining.
- Balloting and Industrial Action: The notice period for industrial action ballots could be reduced from seven days to five, and electronic voting might be introduced.
- Protection During Industrial Action: The Department is evaluating whether current protections for union representatives and employees during industrial action are sufficient.
- Workplace Relations: A proposed Code of Practice could help improve communication and cooperation between employers and trade unions.
- Information and Consultation: The threshold for employees to request regular business updates from employers may be lowered, potentially including smaller workplaces.
Work-Life Balance
Several changes are proposed to improve flexibility and support for employees:
- Flexible Working: All employees could have the right to request flexible working from day one, with the ability to make two requests per year without explaining the impact on the employer.
- Carer’s Leave: Employees may gain the right to take up to one week of unpaid leave annually to care for a dependent. The Department is also considering making this leave paid.
- Neonatal Care Leave and Pay: New parents with babies in neonatal care could receive up to 12 weeks of leave and pay, starting from the first day of employment.
- Redundancy Protection for Pregnant Employees and Returners from Family Leave: Redundancy protection may be extended to cover pregnant employees and those returning from maternity or adoption leave for up to 18 months.
- Paternity Leave: Fathers/partners could take paternity leave at any point in the first year after birth or adoption, either in one two-week block or two one-week blocks.
What This Means for You
These changes, expected later in 2024, could significantly impact your organisation. While specifics are still being finalised, staying informed and proactive will help ensure a smooth transition. We need to make sure our sector voice is heard in the consultation regarding Good Jobs and need to be clear in our messaging to the Minister and his Department as to the key priorities and implications for our sector regarding. As such we are hosting an event with the Minister for the Economy himself here at NICVA on 3rd September 2024.
We encourage organisations across the voluntary and community sector to attend this event and to contribute to this vital conversation. Your input will help shape the future of employment in Northern Ireland, ensuring that everyone has access to jobs that are rewarding and sustainable. Book your place to attend here.
As always, if you require any support or guidance from NICVA, feel free to reach out to us via this link and we are happy to help.