There are some important employment law changes heading our way in 2014 and 2015. Although the full extent of these changes is outside the scope of this blog we thought it helpful to set out some of the key proposed amendments.
TUPE
Earlier this year the government launched a consultation on changes to the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE). These Regulations protect employees if the business in which they are employed changes hands. The effect is to move employees and any liabilities associated with them from the old employer to the new employer, by law. The government’s aims in reforming TUPE have been stated as being to establish fairness for both employers and employees, increase the effectiveness of the labour market, remove the unfair legal risks to businesses when carrying out transfers and remove any unnecessary gold-plating of European Law.
Following the consultation period it has been confirmed that the draft amendments are likely to be in place as early as January 2014, following final approval by parliament in December. In broad terms, the Regulations set out the following changes to TUPE:
It is therefore apparent that, if approved, the draft Regulations should provide greater flexibility to employers when dealing with TUPE situations. Additionally, they are likely to be welcomed as generally being a sensible approach to tidying up the current TUPE regulations.
ACAS
It is anticipated that mandatory early ACAS conciliation will come into force in April 2014. The result of this will be that all Claimants will be required to notify ACAS before a claim can be issued in the Employment Tribunals. Once notified, ACAS will attempt conciliation for up to one calendar month, although this may be extended by two weeks if there is a reasonable chance of achieving a settlement.
At present, the Equality Act 2010 sets out that individuals who think that they have been discriminated against are provided with questionnaires which enable them to gather key facts in the dispute and help decide whether to bring legal proceedings. This evidence can also be used at the full merits hearing. It is generally agreed however that this procedure is time consuming and often serves no purpose in proving that there has been any discrimination. Accordingly, from April 2014 this will be replaced with an informal approach in guidance set out by ACAS.
General - 2014
From April 2014 there will be an introduction of Employment Tribunal penalties of 50% of any financial award for employers who lose at tribunal. The penalties will be between a minimum of £100 and maximum of £5,000.
Although the date has not yet been released, the government has confirmed that at some point in 2014 it will be extending the right to request flexible working to all employees who have more than 26 weeks continuous employment. Additionally, it is anticipated that the current statutory procedure which enables employers to consider such requests will be dismantled and replaced with a general requirement to deal with requests in a reasonable manner and within a reasonable time-frame.
Importantly for those who have been championing equal pay rights, from October 2014 Employment Tribunals will have the power to order equal pay audits where an employer is found guilty of gender pay discrimination. It will certainly be interesting to watch cases in this respect unfold.
General – 2015
Following on from the above changes, there are a wide array of amendments planned to take effect in 2015. These include:
As should be apparent, there are substantial changes to the field of employment law planned for the next few years. Although some of these are simply tidying up existing regulations, there are considerable new regulations being introduced, particularly in areas which move away from the ‘traditional’ family set-up.