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<p>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.</p><p> </p><p>Successive governments have introduced
a legal framework which ensures that employers should always treat their employees
fairly.</p><p> </p><p>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.</p><p> </p><p>Additionally, employees who consider that their
dismissal was unfair can complain to an employment tribunal, generally subject to
a qualifying period of continuous service.</p><p> </p><p>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.</p>
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