Sie sind auf Seite 1von 3

Working Time Act 2014 1

MODEL
HOUSEOFCOMMONS

Working Time Act 2014


2014 CHAPTER 38
BILL 19

An Act to make provision about remuneration for employment; to make provision


about exemptions from benefits sanctions; and for connected purposes.
[24th October 2014]

B E IT ENACTED by the Queen's most Excellent Majesty, by and with the advice and consent of
the Lords Spiritual and Temporal, and Commons, in this present Parliament assembled,
and by the authority of the same, as follows:

1 Enhanced pay rates


(1) An employer is to remunerate an employee, in respect of that employee's work over
the enhanced rate threshold, at a rate equivalent to the enhanced rate.
(2) The enhanced rate threshold is 150 percent of the normal working hours of the
employee.
(3) The enhanced rate is a proportion of the hourly rate for the employee equal to
(a) for the first 8 hours over the enhanced rate threshold, 150 percent;
(b) for subsequent hours over the enhanced rate threshold, 200 percent.
(4) The hourly rate, in relation to an employee, is the amount of one week's pay
divided by the number of normal working hours in a week for that employee when
employed under the contract of employment in force on the day when the work
was undertaken.
(5) But where the number of normal working hours differs from week to week or over
a longer period, the amount of one week's pay shall instead be divided by
(a) the average number of normal working hours calculated by dividing twelve
by the total number of the employee's working hours during the period of
twelve weeks ending with the last complete week before the day on which
the work was undertaken, or
(b) where the employee has not been employed for a sufficient period to enable
the calculation to be made under paragraph (a), a number which fairly
2 Working Time Act 2014

represents the number of normal working hours in a week having regard to


such of the considerations specified in subsection (6) as are appropriate in the
circumstances.
(6) The considerations referred to in subsection (5)(b) are
(a) the average number of normal working hours in a week which the employee
could expect in accordance with the terms of the employee's contract, and
(b) the average number of normal working hours of other employees engaged in
relevant comparable employment with the same employer.

2 Minimum guaranteed hours threshold for benefits sanctions


The Schedule
(a) has effect as if it were regulations made under section 18(3) of the Welfare
Reform Act 2012, and
(b) is to be regarded as if it were assigned the number 2014 No. 1555 for the
purposes of section 2 of the Statutory Instruments Act 1946.

3 Casual working agreements


(1) In this Act, casual working agreement means a contract of employment where
(a) in accordance with the contract, an employee could not expect the normal
working hours to exceed 10 hours in a week, or
(b) there are no normal working hours.
(2) In relation to a person employed under casual working agreement, the single
hourly rate prescribed in regulations under
(a) section 1(3) (workers to be paid at least the national minimum wage), or
(b) section 3(2) (exclusion of, and modifications for, certain classes of person),
is to be considered to be 110 percent the rate to which the person would, if not for
this subsection, be entitled.

4 Interpretation
In this Act employee, employer, contract of employment, and normal
working hours have the same meaning as in the Employment Rights Act1996.

5 Extent, commencement and short title


(1) This Act extends to the whole of the United Kingdom.
(2) This Act comes into force on 1st January 2015.
(3) This Act may be cited as the Working Time Act 2014.
Working Time Act 2014 3

SCHEDULE
THE WORK AVAILABILITY REQUIREMENTS REGULATIONS 2014
(introduced by section 2)

1 These Regulations may be cited as the Work Availability Requirements


Regulations 2014 and come into effect on 1st January 2015.

2 (1) For the purposes of section 18(3) of the Welfare Reform Act 2012 (c. 5), the
limitations set out in paragraph (2) are imposed in respect of the work
availability requirements the Secretary of State may, under section 13(2)(d) of
that Act, impose on a claimant.

(2) The limitations are that the Secretary of State is prohibited from imposing a
work availability requirement in respect of work which is
(a) available for fewer than 20 hours per week, or
(b) under a casual working agreement, within the meaning of section 3 of
the Working Time Act 2014 (c. 38).

Das könnte Ihnen auch gefallen