The Good Work Plan

Do you know what the Good Work Plan is?

Are you ready for April 2020?

Thinking what is the Good Work Plan?

The Good Work Plan

If you’re an employer or a contractor you need to be ready for April 2020.  The Good Work Plan brings about changes in employment law.  So what will this mean for employers, employees and contractors?

Changes to the Statement of Written Particulars

These changes apply to all new starters from 6 April 2020.  The contractual documentation issued to staff employed before April 2020 remains unchanged.

All new employees with a start date on or after 6 April 2020 are required to have their contract of employment either before the start date or their first day of employment.

So what are the changes?

The new statement from 6 April 2020 will be required to include further details than at present, covering:

  • How long a job is expected to last 

    If the role is for a fixed term period, then employers are required to state an end date.

  • How much notice is required

    If this is not already detailed in the statement, it needs to be.  It is not enough to have this within a staff handbook.

  • Details of eligibility for sick leave and pay

    Again, most employers will have this in the statement already, however, if not, it needs to be.  Transfer the information in your policy or staff handbook into the statement.

  • Details of other types of paid leave (e.g. maternity/paternity leave)

  • Any paid leave entitlement should be detailed within the statement.  This may be a greater change for employers as many detail leave entitlements in the staff handbook or policies.
  • Duration and conditions of any probationary period

    Again this may be a greater change for some employers than others.  Many employers, in our experience, cite the period of probation, but not the conditions.  If this is you, the statement will need to include conditions of a probationary period.

  • Remuneration and benefits (not just pay)

    Anything contained within your benefits and reward package needs to be included in the statement.  Whether it’s commission, bonus schemes, private schemes, etc. they need to be contained within the statement.

  • Specific working days

    Many employers state hours of work or number of days but not specific days of the week the worker is required to work.  This, from 6 April 2020, will need to be clear  together with whether or not such hours or days may be variable. If they may be varied how they vary or how that variation is to be determine

  • Details of training entitlements

    We think this will be the biggest change for employers.  From 6 April 2020 you are required to make clear all training requirements and details of any training that will not be paid for by the company.  This will require greater planning at the time of recruitment.  Ask yourself:

    • What training is essential to the role and does your preferred candidate require that training?
    • Does the role have a CPD (continuous professional development) requirement?
    • Is there a statutory requirement for training within the role?
    • Does our current recruitment assessment process and approach to on-boarding allow us to detail training needs within the statement?  If not, what needs to change?
    • How do we assess new recruits?
    • How can we change our on-boarding process?
    • What is our policy surrounding training, paid and unpaid?

Remember, these changes to the law apply to new starters only.

Parental Bereavement Leave

From 6 April 2020 bereaved parents of children under 18 will be entitled to two weeks paid bereavement leave.  Parents will mean those with “parental responsibility”, including adopter parents, foster parents, guardians, and those classed as “kinship carers”.  These may be close relatives or friends who have assumed the parental role in the absence of parents.The Good Work Pla

Parental Bereavement leave will apply to all employees with a continuous period of employment of at least 26 weeks at the time of the child’s death.  If an employee loses more than one child, they will be entitled to take a separate period of leave for each child.

This also applies to parents who suffer a stillbirth after 24 weeks of pregnancy.  In this case female employees will still be entitled to up to 52 weeks of maternity leave and/or pay, as will a mother who loses a child after it is born.

Workers who have not been employed for a continuous period of at least 26 weeks are entitled to two weeks’ unpaid leave.

Allowing for time to be taken for difficult events, such as, anniversary of death, birthday, etc. the two weeks’ leave can be taken either in one block of two weeks, or as two separate blocks of one week each. It must be taken within 56 weeks of the date of the child’s death.   Notice requirements for taking the leave will be flexible, so it can be taken at short notice.

The pay rate for bereavement leave is still to be confirmed, but is expected to be similar to the statutory rate for maternity/paternity leave.


We realise that there’s a lot to absorb, which is why we’ve split our articles in two.

Next week we’ll cover:

  1. Changes to holiday pay calculations;
  2. Amendments to Agency Worker rules;
  3. IR35; and
  4. Changes to taxation for termination payments above £30,000.

Our Associate Claire Rolston from CLR Law is providing a free Employment Law update on 3 March 2020, when you can find out more.  To sign up click the link.

If you have any queries remember we’re here to support you through LaunchPad HR.