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

To ask the Secretary of State for Business, Energy and Industrial Strategy, if he will bring forward legislative proposals to prevent employers (a) firing and (b) rehiring employees by changing employment contracts.

On 17 December 2018 we published the Good Work Plan, which sets out our vision for the future of the labour market and our ambitious plan for implementing the recommendations arising from the Taylor Review. This important package represents the biggest upgrade to workers’ rights in over 20 years and demonstrates how we are leading the way internationally to ensure workers have access to the rights and protections they deserve in the context of a changing world of work.

Successive governments have introduced a legal framework which ensures that employers should always treat their employees fairly.

In general, the terms and conditions of employment are for negotiation and agreement between employers and employees (or their representatives). Once agreed, however, they form a legally binding contract of employment. While it is always open to either party to seek to renegotiate the terms of the contract, if the employer changes any of the terms without the employee’s agreement, the employee may be entitled to seek legal redress.

Additionally, employees who consider that their dismissal was unfair can complain to an employment tribunal, generally subject to a qualifying period of continuous service.

Both employers and employees are strongly encouraged to follow the guidance available on GOV.UK at https://www.gov.uk/your-employment-contract-how-it-can-be-changed when considering changing their terms and conditions of employment.