Who does this apply to?
This applies to all new employment contracts entered into after this date. Should an employment contract for a temporary or part-time employee omit information regarding the scope of their employment, then it will be presumed that they are a permanent or full-time employee respectively.
Whilst there is no obligation on employers to update existing contracts, employees will be entitled to request that their employment contact be updated to include these new conditions. The employer will then have two months to carry out the request.
What are some of additional conditions?
Employers will have to specify, amongst other things, the following in new employment contracts:
- salary components (which must be defined separately);
- any variation between daily and/or weekly working hours;
- arrangements for shift changes and work exceeding the agreed working hours, including compensation;
- procedure for terminating employment;
- training provided by the employer;
- entitlement to paid leave (such as holiday leave, parental leave, and sick leave); and
- employer social security contributions, including the names of the organisations receiving payment (such as pension providers).
So, what should employers do now?
Employers should review their template employment contracts and prepare to amend them in line with the additional requirements to ensure compliance once these changes come into effect on 1 July 2024. If you need any support with this, or would like any further information, please get in touch with a member of the MDR ONE team.
