Legal update
Agreement (FPA) for the sector. This type of agreement, which will be negotiated between relevant worker and employer representatives, will set out the minimum pay and other terms for workers in this industry. Vic Rayner OBE, CEO of the National
Care Forum, recently stated: “We welcome any measures to strengthen the rights and improve the pay, terms and conditions of the social care workforce who make a significant contribution to our economy and the lives of millions of people”, but that “these measures must be accompanied by the financial and wider support necessary for providers to implement them, as well as interim measures to boost care worker pay.” She went further to state that the
implementation of the FPA must be backed by state funding and cannot simply be passed onto Local Authorities and employers, as the success of the FPA will be based on the shared efforts of employers, commissioners, and central government, ensuring sufficient investments and resources are put into place to enable sustained wage increases and maintenance of pay differentials in more senior roles.
Overview While the ERB lays important groundwork for the evolution of employment law, one of its prominent features is that it lacks detail in key areas. The majority of the proposals will be subject to parliamentary debate and a variety of public consultations before becoming law. The ERB certainly gives employers a lot to grapple with, but as the detail becomes clearer, there should be ample time for employers to prepare and adapt. In terms of steps employers can take to
prepare now, unfortunately there is little employers could, or should, currently do – it is a ‘wait and see situation’. That being said, practical measures employers could take is to ensure that they have robust internal policies and procedures in place, and to invest time ensuring that line managers are trained on a range of responsibilities as their input is likely to be even more valuable to employers successfully moving forwards with these changes.
Disclaimer The above article is not intended as legal advice that can be relied upon and CooperBurnett LLP does not accept any responsibility for the accuracy of its contents.
Natasha Smith n
Natasha Smith joined CooperBurnett’s litigation department in 2020 as a senior associate specialising in employment law. A member of the Employment Lawyers’ Association, Natasha regularly advises clients on queries relating to contractual terms, unfair dismissals, redundancies, and discrimination matters. She is experienced in drafting and advising on settlement agreements and particularly enjoys negotiating deals.
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February 2025
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