Conditions of Employment: Re-employment

(asked on 11th January 2021) - View Source

Question to the Department for Business, Energy and Industrial Strategy:

To ask the Secretary of State for Business, Energy and Industrial Strategy, what assessment he has made of the potential merits of bringing forward legislative proposals to amend the Employment Rights Act 1996 to prevent or discourage companies from (a) laying off and (b) rehiring staff on less favourable terms.


Answered by
Paul Scully Portrait
Paul Scully
Parliamentary Under-Secretary (Department for Business, Energy and Industrial Strategy)
This question was answered on 14th January 2021

Despite the unprecedented package of support provided by this Government, some employers will need the flexibility to be able to offer different terms and conditions to ensure the sustainability of their business and avoid redundancies. However, using threats about firing and re-hiring as a negotiating tactic is unacceptable and if the employer changes any of the terms without the employee’s agreement, the employee may be entitled to seek legal redress.

Laws are in place to ensure that there is fair procedure in redundancy and dismissal matters as well as contractual terms and conditions cannot discriminate unlawfully. If the employer changes any of the terms without the employee’s agreement, the employee may be entitled to seek legal redress. Both employee and employers can contact ACAS, who provide free advice to workers and employers to enable them to understand their rights and responsibilities.

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