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
- All stakeholders
- Citizens
- Business
- Voluntary and Community Sector
- Government Department
- Local Government
- Statutory Body
- Private Sector
- Research
- Charity, Community and Voluntary
- Press/media
- DOJ Staff
- DFC Staff
- DFI Staff
- DoF Staff
- DE Staff
- DfE Staff
- DAERA Staff
- TEO Staff
- DOH Staff
- HSCNI Staff
- PHA Staff
- ICT Grades
- Stakeholders
- Companies
- Private Sector
- Business
- Industry
- Councils
- Regulatory Agencies
- General Public
- Advocate groups
- Community/Voluntary sector organisations
- Health and social care providers – statutory
- Health and social care providers – non-statutory
- Health professionals
- Health and social care staff
- Health and social care regulators
- Staff representatives/Unions
- Political representatives
- Political Representatives
- Carers
- Employers
- Employers
- Disability Organisations
- People with Disabilities
- Community & Voluntary Organisations
- Staff
- All Stakeholders
Interests
- Staff Engagement
- Rural Development Programme
- Census
- Health
- Labour Market
- NI Summary Statistics
- Accessibility
- Disability
- Rural
- Equality
- Employment
- Services and programmes
- Unemployed Claimants
- Policy Development
- Health and social care policy
- Health and social care legislation
- Staff Engagement
- Stakeholder Engagement
- Business Support Division
- Communications
- NI
- Health
- Employment
- Supporting People
- Research
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