Single Worker Status: What Are the Government’s Plans to Redefine Employment Types?

The new government has made it clear they want to revolutionise the distinction between types of employment. Presently, the UK has three main categories, but Labour wants to streamline the system and make a ‘single worker status’.

Below, we examine the employment status model currently adopted in the UK and explore why the government wants to adjust it. We will discuss Labour’s proposed changes and establish how they could benefit the workforce.

If you have any questions about your employment rights or believe they’ve been breached, please reach out immediately. Redmans Solicitors are employment law specialists, and after a quick consultation, we can provide expert advice.

To learn more about the assistance we provide now, simply:

What are the Types of Worker Status?

In the UK, employment status is divided into three main categories—employee, worker and self-employed. It’s essential individuals understand the different types of employment and identify the one they fall under. Not only does each category provide different responsibilities, but it entitles the individual to a distinct set of employment rights.

Those classed as employees enjoy the best rights of employment. From protection against unfair dismissal to parental entitlements, their list of rights is the most comprehensive. That being said, worker rights in the UK still prove useful. While not as extensive as employees’, workers gain rights such as National Minimum Wage (NMW) entitlements.

However, if an individual is a self-employed contractor, their rights will be extremely limited. Other than the basics, like protection from discrimination, those who are self-employed are largely unprotected.

To determine an individual’s employment status, several elements would need to be considered. Among other things, this would include analysing one’s employment contract, along with their relationship with their employer.

Labour’s Case for ‘Single Worker Status’ Reform

Labour has proposed the single worker status model to address key flaws in the current employment classification system. At present, individuals are categorised into three main employment types, a framework that often leads to confusion and misinterpretation.

In a notable Supreme Court ruling, it was found that Uber drivers were, in fact, workers after the transportation company claimed they were self-employed contractors. However, the primary reason for the misclassification wasn’t confusion but rather exploitation, as Uber looked to avoid providing worker rights of employment. The government understands this risk of exploitation and sees it as another reason for change.

Furthermore, while workers currently benefit from some employment rights, these protections remain limited. Aligning with Labour’s broader commitment to “make work pay,” overhauling the classification system represents a crucial step toward achieving fairer conditions for all workers.

What is a Single Worker Status?

Unlike the current system, where employment is divided into three main categories, the single worker status model would simply have two. There would be those who are actually ‘self-employed’ and those who are workers.

Consequently, the employee category would be removed, and any working individual who isn’t self-employed would be identified as a worker. This would make worker rights in the UK more streamlined and remove the current disparity between workers and employees.

A Simplified Future for Workers’ Rights in the UK

Depending on one’s type of employment, their legal entitlements significantly differ. This is where Labour’s envisioned single worker status comes in. Not only would it provide a simpler model for determining someone’s rights of employment, but it would extend basic rights to all workers, like protection from unfair dismissal.

With the addition of rights to maternity and paternity leave and the ability to request flexible working, individuals could enjoy a more flexible life that works around their needs. This may prove particularly essential for working parents, many of whom need to balance work commitments with family life.

Moreover, by clarifying employment types, the government hopes to make it easier to distinguish between a genuinely self-employed contractor and a worker. This is crucial for the likes of individuals in the gig economy, where exploitation and misclassification have been historically found. By removing the complexities of the current system, Labour aims to ensure employers and their workforces understand their rights and responsibilities.

That being said, implementing such a sweeping reform would take time. A comprehensive consultation process and new legislation would be necessary to support this transformation of employment law. While the benefits are clear, workers must, therefore, remain patient as these plans for a single worker status progress toward realisation.

Get Help with Redmans

Even though implementation of the single worker status won’t come any time soon, that doesn’t mean individuals don’t have rights. As previously mentioned, while employees enjoy the most comprehensive list of protections, workers still have entitlements. Thus, if an individual believes their employer has breached such rights, there are steps they can take to seek recourse.

Depending on the severity of the situation, it’s often wise to begin by having an informal chat with one’s employer. Such discussions often de-escalate issues quickly and avoid the need for stressful, costly legal action.

Unfortunately, informal actions don’t always resolve the problem. If this is the case, the individual’s next consideration could be raising a formal grievance. Like an informal chat, a grievance can resolve the matter without requiring tribunal proceedings. However, unlike an informal chat, such grievances place additional legal obligations on the employer regarding how they handle the complaint. As such, this additional pressure could make the difference when rectifying the issue.

If all else fails, though, it may be time to bring a claim to an employment tribunal. To do this, the individual would be required to undertake ACAS early conciliation and satisfy specific eligibility criteria.

If you believe your rights have been breached and want help navigating the legal process, please contact Redmans Solicitors. As experts in the employment law sector, we can answer your queries and provide specialist advice to help you reach the optimal outcome. Should you have an eligible claim, we can guide you through each step of the legal process.

To begin your journey with us today: