{"id":433,"date":"2013-12-18T22:05:02","date_gmt":"2013-12-18T22:05:02","guid":{"rendered":"http:\/\/www.tayloremmet.co.uk\/blogsite\/?p=433"},"modified":"2013-12-18T22:05:02","modified_gmt":"2013-12-18T22:05:02","slug":"changes-to-employment-law-what-you-need-to-know","status":"publish","type":"post","link":"https:\/\/www.tayloremmet.co.uk\/blogs\/changes-to-employment-law-what-you-need-to-know\/","title":{"rendered":"Changes to employment law – what you need to know"},"content":{"rendered":"

\"\"<\/a>Employment laws have changed in 2013. At our recent Annual Employment Law Review, we updated HR professionals on the key changes to legislation, and gave an insight into what they can expect in 2014. Here is a summary of the key points discussed but if you would like to see the full presentation, please email me.<\/a><\/p>\n

\u00a0What\u2019s new?<\/strong><\/p>\n

From 25 June 2013<\/strong> changes were introduced relating to whistle-blowing laws. A welcome change is the requirement for a whistle-blower to have a \u2018reasonable belief\u2019 that their public disclosure is in \u2018the public interest\u2019, not when concerns are purely personal. This will significantly limit the scope of protection and is more consistent with the initial intention for protection in this area, which had been given a more liberal interpretation in case law. However, whilst the changes limit scope for protection in this respect, other changes broaden protection. This is because disclosures which are made in bad faith (for example, motivated by money or spite) may also qualify. Finally, one other key point to note is that employers will now be vicariously liable for the actions of employees who treat detrimentally a colleague who has blown the whistle.<\/p>\n

Also, from 25 June<\/strong> the two-year qualifying period for unfair dismissal will not<\/span> apply where the reason for the dismissal is, or relates to, the employee\u2019s political opinions or affiliation.\u00a0It arises out of previous litigation about whether political beliefs such as BNP membership are protected by employment law and a finding that the UK regime did not properly protect employees from dismissal for political beliefs, contrary to EU law. In practice, most cases will probably involve extreme political beliefs because it is less likely someone would allege they were dismissed by their employer for being a supporter or member of a mainstream political party. This should make for some interesting test cases and headlines.<\/p>\n

From 29 July 2013<\/b> a cap was introduced to compensation payments for dismissal, which is the lower of \u00a374,200 or 52 week\u2019 gross pay; \u00a374,200 being the maximum compensation between 1 February and 28 July 2013. New tribunal fees were introduced for claimants which could cost them over \u00a31200; compromise agreements were re-named \u2018settlement agreements\u2019 and \u2018pre-termination negotiations\u2019 were introduced as inadmissible as evidence in unfair dismissal proceedings.<\/p>\n

From 1 October 2013<\/b> Employers are no longer vicariously liable for harassment of their employees by third parties, such as parents or contractors. Before 1 October 2013 if a third party had harassed the employee on at least two prior occasions and the employer knew about it and had not taken reasonable steps to prevent the harassment they could be liable for a further example of harassment. This part of the Equality Act 2010 has been repealed with effect from 1 October 2013. <\/b>However, employees can still claim protection from third party harassment elsewhere in the Equality Act if they can show that an employer\u2019s failure to act in the face of third-party harassment amounts to unwanted conduct \u201crelated to\u201d a protected characteristic that violated their dignity or created an intimidating, hostile, degrading, humiliating or offensive environment for them. Employees can also use an employer\u2019s inaction in these circumstances in support of a claim for constructive dismissal, or if they can show that an employer\u2019s failure to act breached a duty of care the employee could bring a claim for negligence.<\/p>\n

Changes to look out for in 2014\u2026<\/b><\/p>\n

A new mandatory conciliation procedure is being introduced by ACAS in April 2014 and will require the claimant to liaise with ACAS about settlement within a set timeframe, before they can proceed to a Tribunal. Also from April, any employer who is held to have attributed \u2018aggravating features\u2019 to the case will have to pay a fine of 50% of the financial award (up to a maximum fine of \u00a35000) to the Tribunal. The right to request flexible working will be extended to all employees within 26 week\u2019s service, new for Spring 2014 and there will be significant changes to the TUPE Regulations taking effect from 31 January 2014. <\/b><\/p>\n

\u00a0<\/b>And finally, watch out next year for changes to maternity and paternity rights, due to be implemented in 2015. See our recent blog post for further details.<\/span><\/a><\/b><\/p>\n

Not sure what this means for you?
\n<\/b>The best way to find out what changes to the law will affect you and how, is to speak to a legal professional who specialises in education employment law. Our team at Taylor &Emmet are experienced and understand your sector so please get in touch<\/a> if you would like to find out more.<\/p>\n","protected":false},"excerpt":{"rendered":"

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