CPA Bulletin

www.cpa.uk.net CPA Bulletin > May 2024 35 LEGAL: 2 Cardiff Council have started the consultation process in creating a similar Congestion Zone to that of London, as part of their new ‘transport vision’. Although this is at the consultation stage, a decision on whether to implement the scheme is unlikely to take place before the end of the year. The intention, similar to London’s politicians, is to reduce traffic, improve air quality and promote the use of public transport. Details are still being discussed on how similar the Cardiff scheme will mirror London’s, but reports indicate that it could take up to five years to implement these proposals. Congestion Zone for Cardiff Employment Changes Coming in Later in the Year ‘Fire and Re-hire’ Code of Practice The Government is planning to publish a new Code of Practice for employers on the dismissal and re-engagement - more widely known as ‘Fire and Re-hire’ - for employees, in the summer. A draft copy is available from Government’s assets publishing service at https://assets.publishing.service.gov.uk/media/draft- statutory-code-of-practice-on-dismissal-and-re-engagement.pdf For more information on this subject, go to https:// commonslibrary.parliament.uk/research.briefings/cbp-9556/ More PredictableWork Patterns The Workers (Predictable Terms and Conditions) Act 2023 - which is expected to come into effect in September - will amend the Employment Rights Act 1996, and give workers and agency workers the right to request a predictable work pattern, if the following criteria is reached: • The individual must have at least 26 weeks service with the company. • Those on zero hours contracts, who do not have a guaranteed minimum number of hours - and this would include those on a fixed-term contract of 12-months or less. • The worker’s requested change relates to their ‘work pattern’, which can cover the number of hours they work, including which hours, the days of the week they work, and the length of their contract. • The worker can only submit two requests each year - and includes any flexible working applications as part of those requests. Any request received must be handled by the ‘employer’, which can cover the agency, or the ‘hirer’ under whose supervision and direction they are working too. A worker has a right of redress and can bring a claim if the ‘employer’ fails to follow procedural requirements, and/or, if the worker suffers a detriment or is dismissed as a result of their request. Reasonable Steps to Prevent Sexual Harassment Worker Protection (Amendment of Equality Act 2010) Act 2023 is expected to take effect from 26th October and places a significant responsibility on employers to stop sexual harassment in the workplace. The onus is moved from the victim to report and raise an issue, and instead placed on employers to take reasonable steps to prevent sexual harassment. The Equalities and Human Rights Commission will be able to take action against firms who breach their duties. Compensation in such cases can be increased by a 25% uplift, possibly due to a firm’s ‘inaction’ on this matter. Further information on these forthcoming employment rights will be outlined in future issues of the CPA Bulletin.