The owner of a Paisley live music venue says new UK Government guidance for the "gig economy" will help staff ensure they are being treated fairly.
Businesses and workers will benefit from greater clarity over their employment status, thanks to new guidance published earlier this week.
The guidance brings together employment status case law into one place for businesses and individuals to access.
It will support workers by improving their understanding of what rights they are entitled to at work, enabling them to have informed discussions with their employer and take steps to claim or enforce them where necessary.
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Tommy McGrory, who runs Paisley venue The Bungalow, said: "Making that information transparent appeals to everyone - both employers and employees - and is a good thing.
"If both the employer and employee are reading the same thing, if they have access to the same rules and the employer has lots of information, then the employee can understand the rules without being left confused and will let them see if they are actually being treated fairly in the workplace."
This also comes at a time when many local families are facing the pinch due to the cost-of-living crisis.
Business Minister Jane Hunt said: “Today we are tidying up the rules, helping workers understand their employment rights and find out if they are being treated fairly by their workplace.
“Importantly, this one-stop shop guidance is not just for workers – it will also give businesses the confidence and the tools to better support their staff, helping to increase productivity and drive growth.”
Crucially, the guidance also clarifies the rights that gig economy workers are entitled to – from the national minimum wage to paid leave - while offering them the same degree of flexibility to take on additional work to top up their income, if they choose.
It is being published alongside a response to a consultation on employment status, where many respondents called for additional clarity around the employment status boundaries and examples of how to apply the rules to different situations.
The guidance encourages workers to contact Acas for further advice should they think their employment status is wrong, and to engage their employer in conversations about their rights before taking further steps to hold them to account if needed.
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