The Government has announced new measures designed to simplify and improve the employment tribunal system. The move follows concerns from employers that tribunal cases are both expensive and time-consuming for them. The proposals include: new strike out powers to ensure that weak cases that should not proceed to full hearing are halted at the earliest
A company has been granted an interim injunction to prevent a former employee from soliciting its clients. The case involved an employee who had been a senior manager and associate director of the company. In October 2012, he was told that he was no longer a senior manager but could continue as an associate director.
Many businesses overestimate the burden placed on them by employment regulations, according to Government research. Its survey found that businesses that view regulations as burdensome often did so because of a lack of understanding of employment law. Dismissal processes were seen as particularly stressful and costly, with some employers going beyond the legal requirements because
The Government has published more information about its plans for shared parental leave and extending the right to flexible working. It says that under the new system: Employed mothers will still be entitled to 52 weeks of maternity leave as a day one right Mothers can choose to end their maternity leave after the initial
It has been announced that awards for unfair dismissal are to be limited to one year’s salary. However, the overall cap will remain at £72,300. Employment relations minister Jo Swinson said the change would be introduced in an amendment to the Enterprise and Regulatory Reform Bill, which is currently going through parliament. Ms Swinson said:
Redundancy regulations are being modified in a move designed to help both businesses and employees. The main change is to reduce the minimum period before large scale redundancies can take place from 90 days to 45 days. This affects redundancy programmes involving more than 100 employees. The Government will also legislate to make clear that
Overview A Settlement Agreement is a legally binding contract that is used to settle employment disputes. They can also be called Termination Agreements or Compromise Agreements. In return for receiving a sum of money and/or benefits the employee or ex employee agrees not to pursue claims against the employer. A Settlement Agreement is designed to
We regularly advise employees on settlement and compromise agreements. This service is available from our Luton and Berkhamsted offices. Appointments can also be offered in Hemel Hempstead. Further information on our service and answers to some frequently asked questions can be found here.
A bus company has lost its appeal against an employment tribunal ruling that its 12-month contract with a local authority should not be subject to the TUPE Regulations 2006 (TUPE). The company, Liddell’s Coaches, had five 12-month contracts to transport children to different locations while their school was being rebuilt. It lost four of the
The UK has experienced a boom in the birth rate recently and this has led to many employers having to navigate through the complex law of considering making members of their workforce redundant, some of whom may be pregnant or on maternity leave, during a tough economic climate. In employment law, a woman has a