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Workers (Predictable Terms and Conditions) Act 2023


In a landmark move toward fair and predictable employment practices, the United Kingdom has enacted the Workers (Predictable Terms and Conditions) Act 2023. This legislation, designed to bring transparency and consistency to the working lives of agency workers, outlines specific regulations that businesses must adhere to. In this article, we’ll delve into the key aspects of this act, exploring its requirements, impacts on businesses, and the types of businesses it affects.

The Workers (Predictable Terms and Conditions) Act 2023 aims to create a level playing field for agency workers, hirers, and temporary work agencies. By defining essential terms such as agency workers, assignments, hirers, and temporary work agencies, the Act sets the stage for a fairer working environment. Its primary focus is on ensuring that agency workers receive predictable terms and conditions in their employment, fostering a sense of security and stability.

The key requirements of the Act include:

  • Definition of Terms: The Act clarifies crucial terms, providing a solid foundation for understanding the roles and responsibilities of agency workers, hirers, and temporary work agencies.
  • Complaints and Appeals: Agency workers are empowered to file complaints with employment tribunals in cases of non-compliance. These complaints can pertain to application rejections, incorrect facts, or non-compliance with regulations. The Act also outlines an appeals process, allowing temporary work agencies and hirers to handle appeals transparently and fairly.
  • Remedies and Compensation: If a complaint is deemed valid, the tribunal can order a reconsideration of the application and award compensation. This compensation is calculated based on the agency worker’s average weekly remuneration during the relevant period, ensuring that workers are adequately compensated for any injustices faced.
  • Restrictions on Multiple Applications: To prevent abuse of the system, the Act limits the number of statutory applications an individual can make within a 12-month period. This restriction applies to applications made both to improve predictability in work patterns and other types of applications.
  • No New Applications During Ongoing Proceedings: To maintain the integrity of the process, individuals are barred from making new applications while an earlier application to the same entity is still in progress.

The Workers (Predictable Terms and Conditions) Act 2023 was passed on the 18th of September 2023 and applies to the United Kingdom.

workers act 2023

Does the Workers (Predictable Terms and Conditions) Act 2023 affect my business?

The Workers (Predictable Terms and Conditions) Act 2023 necessitates significant changes in how businesses engage with agency workers. Here are some notable impacts on businesses:

  • Compliance Challenges: Businesses must ensure strict compliance with the defined terms and conditions, requiring meticulous attention to detail in their employment practices.
  • Transparent Handling of Applications: Hirers and temporary work agencies must handle applications transparently and fairly, respecting the rights of agency workers and ensuring compliance with the Act’s regulations.
  • Documentation and Record-Keeping: Maintaining accurate records of applications, decisions, and appeals is crucial. Thorough documentation is necessary to demonstrate compliance and protect businesses from legal issues.
  • Financial Implications: The Act introduces the possibility of compensation payments, which could have financial implications for businesses found in violation of its provisions.

By setting clear guidelines and regulations, the Act fosters a more equitable working environment, promoting the well-being of the workforce while imposing necessary responsibilities on businesses. As these changes take effect, it is imperative for businesses to adapt their practices, ensuring compliance and upholding the principles of fairness and transparency in employment. Through these measures, the UK continues to pave the way for progressive and inclusive employment legislation, fostering a more just society for all.

Do I need the Workers (Predictable Terms and Conditions) Act 2023 in my ISO Compliance Register?

You will need the Workers (Predictable Terms and Conditions) Act 2023 in your ISO Compliance Register if your business falls under one or more of the following categories:

  • Agency Workers: Individuals engaged in temporary work through agencies, benefiting from the Act’s provisions ensuring fair treatment.
  • Hirers: Businesses or organisations hiring agency workers for temporary assignments, obligated to comply with the Act’s regulations.
  • Temporary Work Agencies: Entities providing temporary work placement services, responsible for facilitating fair employment conditions for agency workers.

Legislation related to the Workers (Predictable Terms and Conditions) Act 2023

Legislation related to the Workers (Predictable Terms and Conditions) Act 2023 include:

More information

Visit the Workers (Predictable Terms and Conditions) Act 2023 article on the website.

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