Reading the bill’s publication files and writing a plain-English Green Book note…
Reading the bill’s publication files and writing a plain-English Green Book note…
Proposal 3237
A Bill to give workers and agency workers the right to request more predictable terms and conditions of work.
Appraisal prepared just now from the official papers. Next scheduled update after the next sitting or within about 24 hours.
Sponsor: Scott Benton, Conservative
Open publications on bills.parliament.ukPlain-English note and Green Book five-case reading from the official papers — the heart of this page.
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In plain English
The provisions will also set out: • the eligibility criteria for exercising the right to request a more predictable working pattern • duties on employers, agencies and hirers when an application for a predictable working pattern is made, and • the circumstances under which a worker may make a complaint to an employment tribunal and the remedies an employment tribunal may award. Policy background 2 In 2015, the Government legislated to make exclusivity clauses unenforceable in zero hours contracts, ensuring that workers on zero hours contracts can look for work elsewhere to boost their income if they do not get enough hours from their employer.
The papers we read for this bill do not say who would be affected if it became law.
The justification for the power is as set out above in relation to Chapter 2 Section 80IA(2)(d), as this power would enable the Secretary of State to make changes to how ‘working pattern’ is currently defined in the draft bill in relation to agency workers, by adding further aspects of working conditions.
Same bill, simpler words — a deeper read without the jargon.
Imagine the country is making a new rule. This one is about: The provisions will also set out: • the eligibility criteria for exercising the right to request a more predictable working pattern • duties on employers, agencies and hirers when an application for a predictable working pattern is made, and • the circumstances under which a worker may make a complaint to an employment tribunal and the remedies an employment tribunal may award. Policy background 2 In 2015, the Government legislated to make exclusivity clauses unenforceable in zero hours contracts, ensuring that workers on zero hours contracts can look for work elsewhere to boost their income if they do not get enough hours from their employer.. The people who would notice most are: we are still checking who that would be. If it became a real law, the everyday change would be: The justification for the power is as set out above in relation to Chapter 2 Section 80IA(2)(d), as this power would enable the Secretary of State to make changes to how ‘working pattern’ is currently defined in the draft bill in relation to agency workers, by adding further aspects of working conditions..
Green Book 2026 · 5 Case Model
The provisions will also set out: • the eligibility criteria for exercising the right to request a more predictable working pattern • duties on employers, agencies and hirers when an application for a predictable working pattern is made, and • the circumstances under which a worker may make a complaint to an employment tribunal and the remedies an employment tribunal may award. Policy background 2 In 2015, the Government legislated to make exclusivity clauses unenforceable in zero hours contracts, ensuring that workers on zero hours contracts can look for work elsewhere to boost their income if they do not get enough hours from their employer.
It is currently at Royal Assent in the Unassigned, sponsored by Scott Benton, Conservative.
Accountability · outcome beside Green Book evidence
Workers (Predictable Terms and Conditions) Act 2023 became law. The official papers we read covered most of the Green Book five cases with concrete detail. That does not prove the outcome was “right” — it means the case on paper was relatively complete for accountability scrutiny.
Strategic: The provisions will also set out: • the eligibility criteria for exercising the right to request a more predictable working pattern • duties on employers, agencies and hirers when an application for a predictable working pattern is made, and • the circumstances under which a worker may make a complaint to an employment tribunal and the remedies an employment tribunal may award. Policy background 2 In 2015, the Government legislated to make exclusivity clauses unenforceable in zero hours contracts, ensuring that workers on zero hours contracts can look for work elsewhere to boost their income if they do not get enough hours from their employer.
Economic: In December 2022, the ban on exclusivity clauses was extended to all workers earning below the Lower Earnings Limit (currently £123 per week).
Commercial: Policy background 2 In 2015, the Government legislated to make exclusivity clauses unenforceable in zero hours contracts, ensuring that workers on zero hours contracts can look for work elsewhere to boost their income if they do not get enough hours from their employer. The 2017 Taylor Review of Modern Working Practices1 found that many workers on zero hours contracts struggle with one-sided flexibility, where workers have to be available to their employer with no guarantee of work.
Financial: Gap — The papers we read for this bill do not say who would pay for it, or where the money would come from.
Management: The length of this period will be specified in regulations made by the Secretary of State. B 5 10 15 Workers (Predictable Terms and Conditions) Bill2 (But see section 80IB concerning restrictions on the making of an application.) (2) The work pattern of a worker is made up of— (a) the number of hours that the worker works, (b) the days of the week on which, and the times on those days when, the worker works, (c) the period for which the worker is contracted to work, and (d) such other aspects of the worker’s terms and conditions of employment as the Secretary of State may specify by regulations.
This is an accountability reading, not a recommendation and not a score. It does not say whether Parliament should have passed or rejected the bill. It only sets the actual parliamentary outcome beside how complete the Green Book five-case evidence was in the official papers.
These UK Acts sit in a similar policy space and are already law. Pairing uses this proposal’s official papers (and the plain-English note themes). It is not a verdict that the proposal is redundant or unnecessary.
UK Act · Royal Assent · 2023-07-26
Employment Relations (Flexible Working) Act 2023
Same policy area (“Employment”) with overlapping title wording. Matched using wording from this bill’s official papersAlready law — useful context when asking whether this bill adds something new or mainly revisits covered ground.
UK Act · Royal Assent · 2018-09-14
Assaults on Emergency Workers (Offences) Act 2018
Same policy area (“Employment”) with overlapping title wording. Matched using wording from this bill’s official papersAlready law — useful context when asking whether this bill adds something new or mainly revisits covered ground.
UK Act · Royal Assent · 2024-08-19
Worker Protection (Amendment of Equality Act 2010) Act 2023
Same policy area (“Employment”) with overlapping title wording. Matched using wording from this bill’s official papersAlready law — useful context when asking whether this bill adds something new or mainly revisits covered ground.
UK Act · Royal Assent · 2023-06-23
Employment (Allocation of Tips) Act 2023
Same policy area (“Employment”) with overlapping title wording. Matched using wording from this bill’s official papersAlready law — useful context when asking whether this bill adds something new or mainly revisits covered ground.
UK Act · Royal Assent · 2025-12-22
Employment Rights Act 2025
Same policy area (“Employment”). Matched using wording from this bill’s official papersAlready law — useful context when asking whether this bill adds something new or mainly revisits covered ground.