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Today (Thursday, 10 October), the Employment Rights Bill 2024 has been introduced, marking the most significant reform in employment law in decades. The primary aim of this bill is to legislate enhanced employment rights and ban exploitative practices. The Employment Rights Bill 2024 seeks to end exploitative zero-hour contracts and
The UK Government is expected to implement a fee structure for claims submitted to the Employment Tribunal (ET) and Employment Appeal Tribunal (EAT) starting in November 2024. These changes are designed to ensure that the system remains affordable, proportionate, and simple for all users while addressing the need for financial
A series of significant legislative changes are set to reshape the employment landscape for businesses across the UK. From tipping policies to sexual harassment responsibilities and pension age increases, this upcoming legislation will have a widespread impact on employers and employees alike. It’s crucial for businesses to stay informed and
On 18th July, a new statutory Code of Practice on Dismissal and Re-engagement came into effect across England, Scotland, and Wales. This code introduces specific procedures that employers must follow when considering the dismissal and re-engagement of employees—a practice commonly known as ‘fire and rehire’. The Code emphasises that this
On 6 August, the government announced that it will repeal the Strikes (Minimum Service Levels) Act 2023. The introduction of minimum service levels during strike action was brought about by the Conservative government and applied to key public sector services including health, fire and rescue, education, transport and border control.
A new statutory code on dismissal and re-engagement has come into force across England, Scotland, and Wales this month. This code imposes set procedures for when an employer dismisses and rehires a worker, a practice commonly known as ‘fire and re-hire’. The Code stipulates that dismissal and re-engagement should be
You will recall that we have already seen parts of the Employment Rights (Amendment, Revocation and Transitional Provisions) Regulations 2024 introduced this year specifically relating to holiday entitlement and pay and working time records. Next month, we shall see the last of the changes come into effect which relate to
In our last update on the Employment (Allocation of Tips) Act 2023, which is also known as the ‘Tipping Act’, we reported that a new Code of Practice would be introduced to accompany the legislation. We can confirm that Just before the dissolution of Parliament last week, the new Code
These new regulations, effective from 6 April 2024, are designed to assist employees in balancing their professional and personal obligations by granting them the right to take up to one week of unpaid leave in any 12-month period to provide or arrange care for dependants with long-term care needs and
This Act, expected September/October, will give workers and agency workers a new statutory right to request more predictable terms and conditions of work. Circumstances Qualifying for a Request Qualifying workers will have the entitlement to submit a request under the following circumstances: there is a lack of predictability as regards
For those of you who have been following this area of development closely, you will know that for a long time, we have only had confirmation that flexible working will become a day one right, despite when the legislation was passed, it would bring in several changes. However, on returning
Currently, individuals on maternity leave, adoption leave, or shared parental leave should be given first refusal of any suitable alternative employment available if they have been put at risk of redundancy. New laws will extend this protection. The key features are as follows: The protection extension will apply to pregnant
New legislation is in force which will apply to transfers that take place on or after 1 July 2024. It brings reforms to the consultation obligations, with the intention to ‘remove unnecessary and outdated bureaucracy following our exit from the EU’ without reducing workers’ rights. Businesses will be allowed to
The Paternity Leave (Amendment) Regulations 2024 and the Statutory Paternity Pay (Amendment) Regulations 2024 are due to be in force on 8 March 2024. Despite the March enforcement date, the changes will practically apply to babies expected to be born, placed for adoption, or entering Great Britain for adoption on
The Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023 have brought about key changes to employment rights which were brought into force on 1 January 2024, however they will not effect most practices until later in the year. These changes have been outlined below along with key information: Holiday
The latest developments in Employment Law is that the Government have announced a new consultation process in which it is seeking views on its proposal to re-introduce Employment Tribunal fees (including the Employment Appeal Tribunal EAT). Fees were previously in place until a ruling by the Supreme Court in 2017
In the case of Palmer vs AIMS Markets Limited, Mr Palmer applied for a role as a senior HR professional but was unsuccessful following alleged comments from the prospective employer that they wished to recruit ‘fewer white men’. Whilst he was unsuccessful in his discrimination claims, the employment tribunal decided
This is a reminder for businesses to budget and plan for the forthcoming change to the National Living Wage banding. Currently, the National Living Wage (NLW) applies to workers who are aged 23 and over, but from 1 April 2024 this minimum age will be lowered, so that the NLW
Proposals were announced today (12 January 2024), that would see changes to the laws around time off for paternity leave, which if go ahead are expected to come into force from April 2024. Current Paternity Leave Entitlements Statutory paternity leave is an entitlement that provides eligible employees with up to
Mid last year, the Government passed draft legislation that will increase financial penalties for businesses that are found to be employing illegal workers. Under the draft ‘Immigration (Employment of Adults Subject to Immigration Control) (Maximum Penalty) (Amendment) Order 2023’, it sets out that the fine will increase from £15,000 to
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