VANRATH|The Good Jobs Bill Explained: Fairer, Clearer,

The Good Jobs Consultation is a major policy initiative by Northern Ireland’s Department for the Economy, aimed at reforming employment law, strengthening workers’ rights, and promoting higher standards in the workplace. It led to the development of the Good Jobs Employment Rights Bill, considered one of the most significant employment law reform packages since devolution in Northern Ireland. The main employment bill is not expected to be introduced until 2026, though some aspects could be implemented sooner.

The goal is to ensure jobs in Northern Ireland are:

Decent and secure, with reliable wages
Flexible, to help people balance work and life
Fairly regulated, aligning NI with the best practices elsewhere in the UK
Productive, benefiting both workers and employers

The consultation gathered input from a wide range of stakeholders: employers (representing 18,000+ businesses), trade unions (375,000+ workers), and student organizations, to shape a balanced and inclusive reform.

Four Key Themes

The proposals from the consultation are grouped under four core themes:

1. Terms of Employment

Zero-hours Contracts: Action to address one-sided flexibility, such as giving workers a right to request more predictable contracts.
'Fire and Rehire' Protections: Making it automatically unfair to dismiss and immediately rehire staff on worse terms, unless it's due to genuine financial necessity.
Redundancies: Directors can be personally liable and subject to unlimited fines if the Department isn’t properly notified of large-scale redundancies.
Written Terms: Extending the right to a written statement of employment particulars (job details) to all workers, provided on or before the first day of work.

2. Pay and Benefits

Fair Tips Allocation: Tips and service charges controlled by the employer must go to workers, following transparent statutory guidelines.
Itemised Pay Statements: All workers would get clear, itemised payslips, showing hours worked when pay varies.
Holiday Pay Calculation: Shifting to a 52-week reference period for average holiday pay (more reflective and fair for seasonal/casual workers).
Record-Keeping: Maintaining robust work-time records remains mandatory, with new guidance issued for clarity.

3. Voice and Representation

Trade Union Information: Employers must inform workers of their right to join a union, supporting collective voice in the workplace.
Consultation and Input: Employers are encouraged to engage more deeply with staff on employment conditions.

4. Work-Life Balance

Right to Disconnect: Exploring statutory rights for employees to switch off from work outside normal hours, supporting mental health and family life.

What Happens Next?

The consultation closed at the end of September 2024, with detailed feedback from all major economic sectors and stakeholder groups.
The Department’s response, titled "The Way Forward," outlines which proposals will become part of the legislation, which will then be debated and potentially enacted by the Northern Ireland Executive.
The proposed Bill will also be underpinned by secondary legislation, new Codes of Practice, and official guidance.

What Does This Mean for Employers and Employees?

For Employers: It’s crucial to stay updated, as the changes may require significant adjustments in contracts, payroll practice, redundancy procedures, and HR documentation. Many proposals align Northern Ireland’s rules with those in Great Britain, promoting consistency across the UK.
For Employees: These reforms are designed to provide stronger protections, clearer information, more predictable working conditions, and a bigger say in workplace decisions.

The Good Jobs Consultation marks a turning point for employment rights in Northern Ireland, focusing on fairness, security, and dignity at work. Employers and employees alike are encouraged to familiarize themselves with the forthcoming changes to ensure a smooth and productive transition.

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