There are a number of Employment Law changes due to be introduced in April. COVID holiday carryover The law that allowed up to 4 weeks of annual leave to be carried over into the next 2 holiday years has ceased to apply, meaning that carried over leave must be used by 31 March. Minimum Wage The National Living Wage age band will be widened to incorporate those aged 21 and over and NLW and NMW rates will rise from 1 April
In July 2023, the Employment Relations (Flexible Working) Bill received royal assent and became the Employment Relations (Flexible Working) Act 2023. The Bill introduces some significant changes to current UK employment law from 6 April. This article summarises these changes and what they mean for employers. Current position Any employee who has worked in an organisation for 26 weeks or longer is entitled to make one formal flexible working request during any 12-month period. This includes requests for part-time, term-time, flexitime,
The Conservative Government has launched a consultation proposing the reintroduction of ‘modest’ Employment Tribunal fees. The consultation, available until 25 March 2024, seeks to reinstate fees for claimants, aiming to offset the tribunals’ running costs. Unlike other Civil Courts, the Employment Tribunal provides a (theoretically!) less formal venue for employees to address alleged breaches of employment rights by their employers. Previously fee-free, the Employment Tribunal implemented a fee system in July 2013, categorising claims into Type A or B, each
A variety of claims can be filed in the Employment Tribunal (“ET”), and among them, discrimination claims under the Equality Act 2010 often stand out. The case facts can be interesting, and the compensation can be significant. If a discrimination claim is substantiated, the ET can make awards covering financial losses and “injury to feelings,” among other remedies. When examining a Claimant’s schedule of loss – which outlines their assessment of the value of their claims – special attention is
A tribunal has ruled that security company Mitie failed to make reasonable adjustments for a security guard who had lost most of his sight and that his subsequent dismissal was unfair. The claimant was employed as a security guard from January 2018 until he was dismissed in September 2021. The tribunal heard that he first started to suffer problems in or around October 2020 and had lost all vision in his left eye and 75 per cent in his right
Corporate Social Responsibility (CSR) is an organisation’s approach to business sustainability that looks beyond the bottom line and focuses on its economic, social and environmental impact. Although not a legal requirement, CSR is now considered to be a moral obligation and an integral part of how organisations operate. Not only will embracing CSR have multiple benefits for the organisation, but it will also provide opportunities for the wider community. It’s not just about ticking boxes and it isn’t only practised
Employee health and wellbeing is of paramount importance throughout the year. However, employers should pay particular attention to the gloomy winter months when the days are colder and shorter, we have less energy, and our vitamin D levels dip. The general feeling of the workforce can sometimes appear melancholy after over-indulging during the festive break, and with some also feeling the pinch of Christmas, it’s understandably a challenging time and easy for the January blues kick in. This can leave
It is often difficult for employers and HR professionals to keep abreast with ever-evolving Employment Law. So with 2024 on the horizon, we have summarised 5 key Employment Law changes that organisations should be preparing for. Changes to Flexible Working As it currently stands, any employee who has worked in an organisation for 26 weeks or longer is entitled to make one formal flexible working request during any 12-month period. The main headline in this regard is the introduction of
In the UK the right to paid annual leave is governed by the Working Time Regulations 1998 (WTR), which were themselves derived from the EU Working Time Directive. Since these regulations were drafted, the labour market has significantly evolved, particularly in terms of the growth of atypical and flexible working and the emergence of the gig economy, working arrangements which the WTR’s do not easily accommodate. In addition, there has been a large body of case law emanating from the
According to new research from Mintago, the number of employees voicing wellbeing concerns is on the rise. However, a significant number of UK organisations are failing to provide sufficient wellbeing support. As part of the research, 503 senior managers within UK-based organisations, both in the public and private sector, were surveyed. The results revealed that in the past 12 months, an overwhelming majority (87%) had been approached by an employee to discuss wellbeing concerns. Mental health (48%), job satisfaction (43%)
High Street Retailer ordered to pay £25k to a disabled worker after failing to make reasonable adjustments. An Employment Tribunal has ruled that motoring retailer, Halfords Autocentres Ltd, discriminated against an employee with cerebral palsy on the basis of his disability. The employee began working at Halfords Autocentre in Milton Keynes in October 2019. He disclosed his condition during the interview and explained that he struggled with some tasks, such as changing tyres. His condition affected his left side, producing
We have seen a substantial overhaul of UK fire safety over the last two years with a myriad of changes designed to tighten up and improve fire safety legislation. The latest update came into force on 1 October 2023, and implemented phase 3 of the Home Office’s fire safety reform programme. This requires enhanced collaboration and coordination between responsible persons (RPs) and, imposes stricter requirements on recording and sharing of fire safety information. It also simplifies the process for enforcement
Managing disciplinary issues in the workplace is something few managers relish. However, employers could be exposed to potentially valid unfair dismissal claims if the fundamental basics are not followed. Most organisations will have their own policies and procedures which must be adhered to when managing disciplinary issues. However, those procedures must also comply with the relevant ACAS Code of Practice. Handling a disciplinary issue can be a daunting prospect. In this article we look at 5 steps which are critical
Conflict in the workplace is unavoidable. Everyone has experienced it to some degree. Some conflict can be positive and constructive, if handled appropriately, but without the right process and structure in place it often ends up being damaging and destructive to an organisation. Mediation can be used at any stage in the conflict situation to try and get the working relationship back on track. When disputes occur, it will almost always result in a stressful and unpleasant working environment for
Artificial Intelligence (AI) could revolutionise the way HR professionals work. This article explores the key potential benefits which could be harnessed, but also the significant challenges involved. Recruitment & Retention No more filtering through mountains of CV’s, AI can do this for you. It can also conduct video interviews to assess candidate suitability and ensure a cultural fit, providing time and cost saving benefits during the recruitment process. AI could also help predict employee turnover by analysing job satisfaction and
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