Good Jobs Employment Rights Bill
Overview
Purpose of this consultation
This consultation seeks to gather opinion from the public, stakeholders and interested parties on a range of employment rights with a view to enhancing the Employment Law framework in the north of Ireland and ensuring it is fit for purpose. Specific objectives are in place around replacing zero hours contracts with contracts that offer flexibility & protect workers’ rights* and the removal of unfair barriers for trade unions, particularly in low paying sectors. The consultation also seeks views on a wider range of employment law changes that will help to improve terms of employment, pay and benefits, voice and representation and promote a healthy work-life balance.
Workers' Rights
When we refer to ‘protecting workers’ rights’ we are using the term ‘worker’ as a collective term covering employee and worker, although these descriptors means different things when referring to someone’s employment status and specific employment rights. Employment status is someone’s legal status at work. It affects what employment rights they are entitled to and their employer’s responsibilities. There are 3 main types of employment status: employee, worker and self-employed. People with ‘employee’ employment status have more employment rights than workers or self-employed people and have more obligations towards their employer. People with ‘worker’ employment status have some employment rights, but not as many as employees. Self-employed status is not defined in employment law but is usually a person who is their own boss. It’s a category used by HM Revenue and Customs (HMRC) for tax purposes. Further information is available in the glossary attached to this consultation and where, relevant this consultation, will highlight those rights which are specific to employees only.
Why your views matter
Responses to this consultation will help us determine:
- How to develop a legislative framework which enhances the Employment Law framework in the north of Ireland and ensure it is fit for purpose.
- Changes that may improve terms of employment, pay and benefits, voice and representation and promote a healthy work-life balance.
- The regulatory, equality and other impacts of the policy.
Audiences
- Advocate groups
- All stakeholders
- All Stakeholders
- Business
- Business
- Carers
- Charity, Community and Voluntary
- Citizens
- Community & Voluntary Organisations
- Community/Voluntary sector organisations
- Companies
- Councils
- DAERA Staff
- DE Staff
- DFC Staff
- DfE Staff
- DFI Staff
- Disability Organisations
- DoF Staff
- DOH Staff
- DOJ Staff
- Employers
- Employers
- General Public
- Government Department
- Health and social care providers – non-statutory
- Health and social care providers – statutory
- Health and social care regulators
- Health and social care staff
- Health professionals
- HSCNI Staff
- ICT Grades
- Industry
- Local Government
- People with Disabilities
- PHA Staff
- Political representatives
- Political Representatives
- Press/media
- Private Sector
- Private Sector
- Regulatory Agencies
- Research
- Staff
- Staff representatives/Unions
- Stakeholders
- Statutory Body
- TEO Staff
- Voluntary and Community Sector
Interests
- Accessibility
- Business Support Division
- Census
- Communications
- Disability
- Employment
- Employment
- Equality
- Health
- Health
- Health and social care legislation
- Health and social care policy
- Labour Market
- NI
- NI Summary Statistics
- Policy Development
- Research
- Rural
- Rural Development Programme
- Services and programmes
- Staff Engagement
- Staff Engagement
- Stakeholder Engagement
- Supporting People
- Unemployed Claimants
Share
Share on Twitter Share on Facebook