UK Government Announces Revised Timetable for Employment Law Reform

by Dechert LLP
Contact

The Government has announced an updated and revised timetable for the implementation of its proposed employment law reforms over the next two years.

The Government’s Employment Law Review was launched in 2010 to improve flexibility and efficiency in the labour market and reduce barriers to growth and job creation. Now that it is half way through that review, some significant changes have already been implemented, including the increase in the qualifying period for unfair dismissal from one to two years. From now until the end of this Parliament, the Government plans to move to a more intense phase of implementation.

The revised proposed timetable for the next phase of reforms is:

Spring 2013

  • Consolidating the National Minimum Wage Regulations and publishing a single set of improved regulations.
  • Reforming collective redundancy rules, including a reduction in the minimum consultation period for redundancies involving 100 employees or more from 90 to 45 days.

Summer 2013

  • Making settlement easier by making pre-termination settlement conversations inadmissible in unfair dismissal claims and providing a statutory Code of Practice on settlement negotiations.
  • Introducing a cap of 12 months’ pay on the compensatory award for unfair dismissal.
  • Reforming whistle-blowing rules to ensure that they only protect disclosures which are in the public interest, and introducing vicarious liability to protect individuals who are victimised by their co-workers for whistle-blowing.
  • Introducing revised Employment Tribunal rules of procedure, including new ET1 and ET3 forms.
  • Introducing tribunal fees, so that submitting a claim to an Employment Tribunal or an appeal to the Employment Appeal Tribunal will be subject to an initial fee and a subsequent hearing fee.

Autumn 2013

  • Introducing a new “employee shareholder” status where employees will be able to obtain shares in their employer in exchange for giving up some of their employment rights, principally the right to clairm unfair dismissal. 
  • Reforming TUPE 2006, including the proposed repeal of “service provision change” provisions and removing the obligation to provide employee liability information.

Spring 2014

  • Extending the right to request flexible working to all employees with 26 weeks’ service, rather than just those who qualify as parents or carers.
  • Providing early conciliation, so that parties have the opportunity to resolve their dispute through ACAS before a claim can be lodged at the Employment Tribunal.
  • Tackling long-term sickness absence with the introduction of a health and work assessment and advisory service to provide state-funded occupational health assessments for employees who have been off sick for four weeks or more.
  • Giving Employment Tribunals the power to levy financial penalties against employers who are found to have breached employment rights.

Many of the reforms are the culmination of extensive consultation which has taken place over the last two years and, in some cases, is still ongoing. The proposed schedule of reform represents a major overhaul of UK employment law and the consequences are far-reaching. As a result, the timeframe is ambitious. It remains to be seen whether the Government can stick to it, particularly as some of these reforms have already been pushed back. Nonetheless, the message is clear that the Government envisages a period of significant change. Future DechertOnPoints will provide updates on the final detail of the key reforms as and when they come into force.

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

© Dechert LLP | Attorney Advertising

Written by:

Dechert LLP
Contact
more
less

Dechert LLP on:

Readers' Choice 2017
Reporters on Deadline

"My best business intelligence, in one easy email…"

Your first step to building a free, personalized, morning email brief covering pertinent authors and topics on JD Supra:
Sign up using*

Already signed up? Log in here

*By using the service, you signify your acceptance of JD Supra's Privacy Policy.
Privacy Policy (Updated: October 8, 2015):
hide

JD Supra provides users with access to its legal industry publishing services (the "Service") through its website (the "Website") as well as through other sources. Our policies with regard to data collection and use of personal information of users of the Service, regardless of the manner in which users access the Service, and visitors to the Website are set forth in this statement ("Policy"). By using the Service, you signify your acceptance of this Policy.

Information Collection and Use by JD Supra

JD Supra collects users' names, companies, titles, e-mail address and industry. JD Supra also tracks the pages that users visit, logs IP addresses and aggregates non-personally identifiable user data and browser type. This data is gathered using cookies and other technologies.

The information and data collected is used to authenticate users and to send notifications relating to the Service, including email alerts to which users have subscribed; to manage the Service and Website, to improve the Service and to customize the user's experience. This information is also provided to the authors of the content to give them insight into their readership and help them to improve their content, so that it is most useful for our users.

JD Supra does not sell, rent or otherwise provide your details to third parties, other than to the authors of the content on JD Supra.

If you prefer not to enable cookies, you may change your browser settings to disable cookies; however, please note that rejecting cookies while visiting the Website may result in certain parts of the Website not operating correctly or as efficiently as if cookies were allowed.

Email Choice/Opt-out

Users who opt in to receive emails may choose to no longer receive e-mail updates and newsletters by selecting the "opt-out of future email" option in the email they receive from JD Supra or in their JD Supra account management screen.

Security

JD Supra takes reasonable precautions to insure that user information is kept private. We restrict access to user information to those individuals who reasonably need access to perform their job functions, such as our third party email service, customer service personnel and technical staff. However, please note that no method of transmitting or storing data is completely secure and we cannot guarantee the security of user information. Unauthorized entry or use, hardware or software failure, and other factors may compromise the security of user information at any time.

If you have reason to believe that your interaction with us is no longer secure, you must immediately notify us of the problem by contacting us at info@jdsupra.com. In the unlikely event that we believe that the security of your user information in our possession or control may have been compromised, we may seek to notify you of that development and, if so, will endeavor to do so as promptly as practicable under the circumstances.

Sharing and Disclosure of Information JD Supra Collects

Except as otherwise described in this privacy statement, JD Supra will not disclose personal information to any third party unless we believe that disclosure is necessary to: (1) comply with applicable laws; (2) respond to governmental inquiries or requests; (3) comply with valid legal process; (4) protect the rights, privacy, safety or property of JD Supra, users of the Service, Website visitors or the public; (5) permit us to pursue available remedies or limit the damages that we may sustain; and (6) enforce our Terms & Conditions of Use.

In the event there is a change in the corporate structure of JD Supra such as, but not limited to, merger, consolidation, sale, liquidation or transfer of substantial assets, JD Supra may, in its sole discretion, transfer, sell or assign information collected on and through the Service to one or more affiliated or unaffiliated third parties.

Links to Other Websites

This Website and the Service may contain links to other websites. The operator of such other websites may collect information about you, including through cookies or other technologies. If you are using the Service through the Website and link to another site, you will leave the Website and this Policy will not apply to your use of and activity on those other sites. We encourage you to read the legal notices posted on those sites, including their privacy policies. We shall have no responsibility or liability for your visitation to, and the data collection and use practices of, such other sites. This Policy applies solely to the information collected in connection with your use of this Website and does not apply to any practices conducted offline or in connection with any other websites.

Changes in Our Privacy Policy

We reserve the right to change this Policy at any time. Please refer to the date at the top of this page to determine when this Policy was last revised. Any changes to our privacy policy will become effective upon posting of the revised policy on the Website. By continuing to use the Service or Website following such changes, you will be deemed to have agreed to such changes. If you do not agree with the terms of this Policy, as it may be amended from time to time, in whole or part, please do not continue using the Service or the Website.

Contacting JD Supra

If you have any questions about this privacy statement, the practices of this site, your dealings with this Web site, or if you would like to change any of the information you have provided to us, please contact us at: info@jdsupra.com.

- hide
*With LinkedIn, you don't need to create a separate login to manage your free JD Supra account, and we can make suggestions based on your needs and interests. We will not post anything on LinkedIn in your name. Or, sign up using your email address.
Feedback? Tell us what you think of the new jdsupra.com!