Employers inevitably collect, use and store personal information about their current and prospective staff. Under the Data Protection Act 2018 and the EU General Data Protection Regulations (GDPR), employers now need to tell them what information they hold, how they'll use it and for what purpose. They also need to tell them about their privacy rights and how the law protects them. Use this privacy notice to do this. It's suitable to give to both job applicants and current staff (whether they be employees, workers or contractors).
On 1 December 2017, new residential tenancies in Scotland (including Short assured tenancies) were replaced with a new 'private residential tenancy' (PRT).
We've amended the Working hours policy following recent case law, to clarify that staff may sometimes be eligible for pay when not actually working if they're required to be available for work (e.g. on call).
The Occupiers section of the Tenant's covenants clause now clarifies that occupiers other than the tenant or their dependants can only occupy the property with the prior written consent of the landlord. Consequently the subclause regarding consent now states that consent won't be unreasonably withheld.
We've drafted our agreement to try to ensure that it's used to fulfil a genuine 'zero-hours' situation, rather than simply side-stepping the obligations that come with more permanent types of contract. This means staff employed using our agreement should be classed as workers, and we offer advice in the guidance notes to help employers ensure that this remains the case by using the agreement properly.
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