Good Jobs Bill

This is a summary of the Minister’s Announcement on 28th April 2025. It is important that Members be aware of the possible changes coming.

 1. Terms of Employment

• Zero Hours Contracts: Limited to genuinely casual or seasonal work. Right to banded hours reflecting actual work patterns; protections for shift cancellations.
• Extension of Rights: Written terms of employment to be provided from day one to both workers and employees.
• Fire and Rehire: Restricted to situations where business viability is at risk.
• Collective Redundancies: Stronger compliance and inclusion of workers at sea.
• Agency Workers: Enhanced clarity on terms and abolishment of the “Swedish derogation” (equal pay loophole).

 2. Pay and Benefits

• Right to Disconnect: Introduction of a statutory Code of Practice.
• Tips: Mandatory full pass-through of tips to workers.
• Payslips: Mandatory for all, including breakdown of hours for hourly workers.
• Holiday Pay: Reference period extended to 52 weeks to ensure fairness.

 3. Voice and Representation

• Trade Union Recognition: Threshold reduced from 21 to 10 employees.
• Workplace Access: Unions gain the right to engage with workers.
• Electronic Balloting: Allowed for trade union votes.
• Balloting Requirements: To be simplified and sanctions reviewed.
• Industrial Action Protection: 12-week dismissal protection limit removed.
• Information Requests: Threshold for triggering formal agreements reduced to 2% (min 10 workers).

 4. Work-Life Balance

• Flexible Working: Becomes a Day One right; up to two requests per year.
• Carer’s Leave: One week unpaid, with potential for future paid entitlement.
• Neonatal Leave: Up to 12 weeks paid leave for parents of babies in neonatal care.
• Paternity Leave: Increased flexibility, longer eligibility window, and reduced notice.
• Pregnancy & Parental Return: Enhanced protections from redundancy or dismissal.

Next Steps

• Executive endorsement is being sought.
• Bill to be finalized within current mandate (2 years).
• Engagement and phased implementation planned, with training support via Labour Relations Agency.

There is a downloadable version of this summary below.