Five new laws that could affect your rights at work in 2020 – Somerset Live

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The year 2020 is set to see a range of laws come into effect.

are five key changes that could affect you at , as explained by of to The Gazette.

From how pay is calculated – to the you can expect when you are grieving – these are worth knowing.

Improved rights for agency

‘Swedish Derogation,’ also known as ‘pay between assignments’ contracts would previously see agency workers agree a contract that would remove their rights to with permanent counterparts after 12 weeks working on the same assignment.

From April 6, these will no longer be permissible and agency workers who have been in their for 12 weeks will be entitled to the same pay as those on permanent contracts.

Agency workers will have more rights

As well as this, agency workers will be entitled to a key document that more clearly sets out their employment and terms and with their agency.

Agency workers who are considered to be will be protected from unfair dismissal or a detriment if the are related to asserting rights associated with The .

Holiday pay calculations changing

From April 6, the reference period to calculate a ‘week’s pay’ for holiday pay purposes will be extended from the previous 12 weeks of work to the previous 52 weeks.

This could affect employees who work variable hours seasonally.

New parental bereavement leave

In September 2018, a new right for paid leave to be given to bereaved was officially enshrined in .

The of its kind in the , the Parental Bereavement Leave and Pay 2018 is expected to come into force in April 2020 and will give employed parents the right to two weeks leave if they lost a under the of 18 or suffer a stillbirth from weeks of .

Employed parents will also be able to claim pay for this period, to meeting eligibility criteria.

New right to a written statement of terms

Currently, employees who have been continuously employed for more than one month must be provided with a written statement of terms within two months of employment commencing.

From April 6, all new employees and workers will have the right to a statement of written particulars from their first day of employment. Additional information will have to be included as part of the extended right.

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for shifting

At present, the IR35 rules where for a client through an intermediary. If the services were provided under a direct contract, the would be regarded for tax purposes as being employed by the client.

Currently, it is the intermediary’s responsibility to determine whether IR35 applies.

From April 6, changes to IR35 rules will be implemented for medium and large businesses in the and will largely changes that took effect in the in 2017.

Under the new regime, for all contracts entered into, or made on or after April 6, the onus will shift from the intermediary to the end user client to make a determination.

Responsibility for accounting for tax and national will shift to the party who pays for the individual’s services, known as the ‘fee-payer.’

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