More of what's Happening in 2014
23rd January 2014
Further to our last bulletin, where we wrote about the imminent TUPE changes, we thought it would be helpful to now let you know about the other raft of exciting changes to employment law in store for early 2014. Here is a quick summary to ensure you don’t take your eyes of the ball…
- 31 January 2014 - TUPE changes; details as per our previous bulletin.
- February 2014 – Under paid and overworked… (Don’t we all claim that?) On a serious note the Government is planning to increase the maximum financial penalty for employers who flout the national minimum wage (NMW) from £5,000 to £20,000 (note, this is still a proposal and final details have not yet been published).
- April 2014 – Illegal working... the government has proposed an increase in the maximum penalty from £10,000 to £20,000 per illegal worker, with the maximum fine being imposed on employers who have received a civil penalty in the past – (note this is still a proposal and final details have not yet been published).
- 6 April 2014 - Mandatory early conciliation procedure which will require claimants to lodge details of their claim with ACAS who will facilitate any conciliation for a period of one month. Only if the parties cannot resolve the dispute within the one month period, the claimant may proceed with their claim to an Employment Tribunal.
- 6 April 2014 - Penalty Charges… Tribunals will have discretionary powers to impose additional financial penalties on employers who lose tribunal claims in certain circumstances. Penalties will range between £100 and £5,000.
- 6 April 2014 - No more discrimination questionnaires... repeal of the Equality Act provisions which allowed employees and ex-employees to serve discrimination questionnaires.
- 6 April 2014 - Flexible working for all… the right to request flexible working will be extended to all employees (and not just parents or carers) who have 26 weeks continuous service and the procedure relaxed.
- Spring 2014 - In sickness and in health… a new state funded health and work assessment and advisory service will be available for employees on long term sick (4 weeks+) to encourage early return to work.
The contents of this update are intended as guidance for readers. It can be no substitute for specific advice. Consequently we cannot accept responsibility for this information, errors or matters affected by subsequent changes in the law, or the content of any website referred to in this update. © Mundays LLP 2014.