2012 Roundup of Employment Laws -

2012 Roundup of Employment Laws

UKRecruiter.co.uk together with Contact Law have taken a look at the changes to employment laws during 2012, following the government announcement to deregulate industry and cut “red tape”.

These changes present a challenge to those working in the employment and recruitment sectors, who must ensure they keep pace with all legislative changes.

February 2012 – Saw a significant increase in the rate available as compensation for claims at Employment Tribunal for unfair dismissal. This trend looks set to continue, with a further rise scheduled for February 2013.

April 2012 – The biggest change by far was the change of the qualifying period for unfair dismissal claims. Previously set at one year, for employment starting after 6th April 2012, the period is now two years. This change has no effect on any claims made for discrimination, as these claims are still available to any employee regardless of the duration of their employment.

April also saw an increase in statutory sick pay, from £81.60 per week up to £85.85, for employees earning over £107 per week. This rise will also be repeated in April 2013, by another 1%.

October 2012 – saw the launch of the pensions ‘auto-enrolment’ scheme. This new scheme, designed to ensure that everybody in work puts money aside for their retirement, will affect employees not already in a qualifying pension scheme who are aged over 22 and who earn over £8,105 per year. The scheme obliges employers to phase in a qualifying pension scheme for employees over the next five years. Employees will still have the ability to ‘opt-out’ of any scheme they are placed into.

2013 looks to bring in even more changes to the employment laws.

This year looks set to see the introduction of the new ‘employee-shareholder’ contracts. These look set to be introduced in April and will see employees offered the chance to exchange employment rights including the right to claim unfair dismissal and the right to request flexible working hours in exchange for shares in the company they work for.

Other changes include an overhaul of the employment tribunals system that will see fees charged to those bringing claims for the first time.

The year will also see the conclusions of consultations on changes to the TUPE provisions (which allow workers to transfer employment rights when their existing employment is moved from one employer to another).

Source :UKRecruiter.co.uk

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