The United Kingdom has announced a revised timetable to accelerate the implementation process of the proposed employment law reforms which will improve flexibility and efficiency in the labour market, induce growth and create jobs, said Nair & Co.
Online PR News – 10-April-2013 – 1250 Oakmead Parkway, Suite 210 Sunnyvale, CA 94085, U.S – Revised Proposed Employment Law Reform Timetable: Key Highlights
Proposed Reforms in Spring 2013
• The National Minimum Wage regulations are to be consolidated and amended rules to be published.
• Collective redundancy regulations, like reducing the minimum consultation period for redundancies, involving 100 employees or more to 45 days (currently 90 days) to be implemented.
Proposed Reforms in Summer 2013
• The government has planned to disallow pre- termination settlement conversations in unjust dismissal claims and will publish a legal Code of Practice on settlement negotiations, to make the settlement process easier.
• For unfair dismissal, a cap on compensatory award of up to 12 months’ pay to be introduced.
• Whistle-blowing regulations to be amended in order to protect disclosures made in public interest and victimised employees.
• Reformed Employment Tribunal rules of procedure, including new ET1 and ET3 forms will be introduced.
• Tribunal fees (initial fee and a subsequent hearing fee) will be introduced for submitting a claim to an Employment Tribunal or an appeal to the Employment Appeal Tribunal.
Proposed Reforms in Autumn 2013
• The government has planned to introduce a new classification - “employee shareholder” where the employees can acquire shares in their company if they surrender some rights, chiefly the unfair dismissal claim rights.
• To reform Transfer of Undertakings (Protection of Employment) (TUPE) 2006, which includes the repeal of “service provision change” provisions and to terminate the obligation to provide employee liability information.
Proposed Reforms in Spring 2014
• All employees who have worked in a company for 26 weeks will be given the right to request flexible working hours, rather than only those who currently qualify as parents or carers.
• Provision for early conciliation for parities to settle their dispute through Advisory, Conciliation and Arbitration Service (ACAS) prior to any claim logdement at the Employment Tribunal.
• Introduction of a health and work assessment and advisory service for the employees who have been on sick leave for four weeks or more, in order to tackle the long-term sickness absence issue.
• To empower Employment Tribunals with the right to impose monetary penalties on employers that breach employment rights.
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