For employment law, 2012 has been a year of announcements and proposals. 2013 will see many of these come into force.The Department for Business, Innovation and Skills has now published the ‘Fifth
For employment law, 2012 has been a year of announcements and proposals. 2013 will see many of these come into force.
The Department for Business, Innovation and Skills has now published the ‘Fifth Statement of New Regulations’, which sets out implementation dates for regulatory reforms in 2013. Here is a summary of what to expect over the next few months:
February 2013
• Certain tribunal awards and statutory payments will increase from 1 February 2013. The maximum compensatory award for unfair dismissal will increase from £72,300 to £74,200 and the limit on the maximum amount of a week's pay, for the purposes of calculating statutory redundancy pay or the basic award for unfair dismissal, will increase from £430 to £450.
March 2013
• Unpaid parental leave will increase from 13 weeks to 18 weeks per child. The right to request flexible leave is also due to be extended to employed agency workers on return from parental leave.
• Liability for harassment of employees by third parties is due to be removed.
• The statutory questionnaire procedure is due to be removed.
April 2013
• The 90-day consultation period, which applies where an employer is proposing to dismiss as redundant 100 or more employees, will be removed and replaced with a 45-day minimum period.
• New Employment Tribunal rules will come into force.
• Legislation will be amended so that individuals cannot bring whistleblowing claims which relate to a breach of their own contract that is not in the public interest.
Given the number of announcements and proposals this year, many of which are highlighted on this Employment Law Blog, we expect to see more employment law developments in the coming year. Watch this space...
The Department for Business, Innovation and Skills has now published the ‘Fifth Statement of New Regulations’, which sets out implementation dates for regulatory reforms in 2013. Here is a summary of what to expect over the next few months:
February 2013
• Certain tribunal awards and statutory payments will increase from 1 February 2013. The maximum compensatory award for unfair dismissal will increase from £72,300 to £74,200 and the limit on the maximum amount of a week's pay, for the purposes of calculating statutory redundancy pay or the basic award for unfair dismissal, will increase from £430 to £450.
March 2013
• Unpaid parental leave will increase from 13 weeks to 18 weeks per child. The right to request flexible leave is also due to be extended to employed agency workers on return from parental leave.
• Liability for harassment of employees by third parties is due to be removed.
• The statutory questionnaire procedure is due to be removed.
April 2013
• The 90-day consultation period, which applies where an employer is proposing to dismiss as redundant 100 or more employees, will be removed and replaced with a 45-day minimum period.
• New Employment Tribunal rules will come into force.
• Legislation will be amended so that individuals cannot bring whistleblowing claims which relate to a breach of their own contract that is not in the public interest.
Given the number of announcements and proposals this year, many of which are highlighted on this Employment Law Blog, we expect to see more employment law developments in the coming year. Watch this space...