The review will consider the implications of new forms of work, driven by digital platforms, for employee rights and responsibilities, employer freedoms and obligations, and our existing regulatory framework surrounding employment.  Matthew Taylor has asked a panel of experts  - Paul Broadbent, CEO of the Gangmasters Licensing Authority, Greg March, onefinestay and Diane Nichol, Partner Pinsent Masons,  to support the six-month review. They will contribute their expertise on the labour market, start-up businesses and public policy areas.  - Website https://beis.dialogue-app.com/matthew-taylor-review - Written evidence must be submitted to the Review by May 17th 2017

Inst of Couriers will be attending various workshops and encourage fellows to join in on the consultation of the Taylor Review.

Consultation Events  - Cardiff April 12, Newcastle April 19, Leeds May 3, Norwich May 10

Matthew Taylor and the Modern Employment Review team have visited locations across the UK to host public evidence hearings. Four more are planned – contact to attend one of these hearings email This email address is being protected from spambots. You need JavaScript enabled to view it.

Coverage of Review

The review has 6 key themes so written submissions need to be against these themes.

Security, pay and rights - To what extent do emerging business practices put pressure on the trade-off between flexible labour and benefits such as higher pay or greater work availability, so that workers lose out on all dimensions? To what extent does the growth in non-standard forms of employment undermine the reach of policies like the National Living Wage, maternity and paternity rights, pensions auto-enrolment, sick pay, and holiday pay?

Progression and training - How can we facilitate and encourage professional development within the modern economy to the benefit of both employers and employees?

The balance of rights and responsibilities - Do current definitions of employment status need to be updated to reflect new forms of working created by emerging business models, such as on-demand platforms?

Representation - Could we learn lessons from alternative forms of representation around the world?

Opportunities for under-represented groups - How can we harness modern employment to create opportunities for groups currently underrepresented in the labour market (the elderly, those with disabilities or care responsibilities)?

New business models - How can government – nationally or locally – support a diverse ecology of business models enhancing the choices available to investors, consumers and workers?

Abstract of the 2015 employment status report.

Determining employment status is essential in ensuring both the individual and employer know what their rights and responsibilities are. It has become increasingly clear that determining whether you are an ‘employee’, a ‘worker’ or genuinely self-employed is not a simple calculation for some, requiring familiarity with complex legislation and decades of case law. All too often, employment status is only confirmed when a dispute between an individual and their employer lands up before an employment tribunal. Whilst this system means that employment tribunals are able to take a fair and balanced view based on the facts in front of them, this is a step that many do not want to take. Therefore, ensuring both individuals and employers have the clarity they require up front is an important part of a well-functioning, fair, labour market. - In order to gain a greater understanding of some of the issues being faced, officials were asked to consider what the UK labour market looks like and suggest ways in which government could deliver a framework that strikes the correct balance between the rights of the individual and the needs of business, supporting growth and prosperity in the 21st century. The employment status review involved discussions with a number of stakeholders. This report represents the findings of that review.