Fair Work First: guidance

Note to user – this updated guidance:

• clarifies how Fair Work First fits within the broader, more aspirational Fair Work agenda and employer journey;
• clarifies the evidence requirements for demonstrating compliance with the real Living Wage and effective voice criteria, the role of the trade union/worker representative in this, and sets out a streamlined process for gathering this evidence;
• incorporates the supporting guidance notes regarding exceptions to the real Living Wage condition (originally published on 08 December 2023); (see Annex C: Limited exceptions to meeting the real Living Wage condition)
• clarifies the application of conditionality in third party organisations and how this should be evidenced; (see Conditionality in Public Sector Grants section)
• clarifies the introduction of the real Living Wage and effective voice conditionality in grants for agriculture funds awarded on or after 1 April 2024; (see Conditionality in Public Sector Grants section)
• clarifies that Fair Work First in Procurement guidance should be used by those involved in procurements, and that conditionality is not relevant in public procurements; (see How the Guidance Should be Used section, and referenced throughout)
• reflects updated wording within the Fair Work First criteria and good practice examples to better reflect priority action required to address labour market inequalities faced by women, people from racialised minorities, disabled people and workers aged over 50. (See sections on Fair Work First: The Approach And What It Aims To Achieve and Fair Work First: What It Means In Practice)
• acknowledges introduction of the Worker Protection (Flexible Working) Regulations 2023.

This updated guidance should be used as part of grant making and assurance processes. It is advisable to read the whole document once, however the table of contents should help you find those sections most relevant for you.