Employment law is constantly changing. Given the numerous governmental announcements over the last 12 months you would be forgiven for losing track of what changes are coming into force and when.
To help, we have summarised below some of the key changes coming into force throughout the rest of this year.
Financial penalties for employers losing at Tribunal will be introduced. Penalties of up to £5,000 can be award by the Tribunal to employers who lose a Tribunal claim and their breach has "one or more aggravating feature".
Discrimination questionnaires will be abolished with effect from 6 April 2014.
Tribunal compensation limits increase, with the maximum of a week's pay (which is used to calculate redundancy payments and the basic award) rising from £450 to £464 and the maximum compensatory award for unfair dismissal rising from £74,200 to £76,574.
For TUPE transfers taking place on or after 1 May 2014 the obligation to provide Employee Liability Information will go from 14 days before the transfer, to 28 days before the transfer.
From 6 May 2014 ACAS early conciliation becomes mandatory. This requires all employees to notify ACAS before lodging a claim with the Tribunal. ACAS will then conciliate the claim for a period of 1 month and only after this period has elapsed, or when it becomes clear that settlement will not result, will they issue a certificate enabling the employee to lodge their claim with the Tribunal.
The right to request flexible working will be extended to all employees, not just those with caring responsibilities, from 30 June 2014.
The national minimum wage will increase. The standard adult rate (for workers aged 21 and over) will rise by 3% from £6.31 per hour to £6.50 per hour.
Fathers and partners will have a right to take unpaid time off to attend up to two antenatal appointments.
If you have any questions or would like any further information about these changes please contact Graham Shaw.
This publication is intended for general guidance and represents our understanding of the relevant law and practice as at March 2014. Specific advice should be sought for specific cases; we cannot be held responsible for any action (or decision not to take action) made in reliance upon the content of this publication.
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