Legal

Employment Law Changes in 2013 That Employers Should Know

It is important that employers be updated on the changes in employment legislation. They can get such updates through management training or from the various training courses offered by certain institutions. They can also visit the websites of government agencies that are responsible for disseminating such information.

For this year, a whole lot of changes were made on criminal record checks, payroll, family-friendly rights, shareholder options, and employment tribunals. These changes are relevant to both small and big businesses and can have a major impact on their operations. Here are some of the major updates on employment law that should be discussed in project management training.

Enterprise and Regulatory Reform Bill This involves the implementation of reforms in the employment tribunal system. Under this law, the employer is allowed to have a protected conversation with his employee regarding the terms of the termination of his employment contract. The conversation enables the employer to present a settlement agreement, which the employee can accept or reject. The bill also calls for changes on the unfair dismissal compensatory award. When the employee accepts the settlement, the employer will be absolved of any trouble should the former decide to take it to the tribunal.

Employee-Shareholder Contracts Here, employers can propose to give employees shares of the company if they agree to waive a number of employment rights. The purpose of this is to make the employees feel more valuable to the organization. Exemptions from capital gains tax will be applied to the shares.

Employment Law

Increase in Leave Pay This covers maternal, paternal, adoption, and sick leaves. The parental leave pay will increase from 135. 45 to 136. 78 per week, while sick pays will hike up to 86. 70 from 85. 85. This will make it easier for parents to tend to their children when it really matters without having to suffer deductions.

Portable DBS Checks Starting March 2013, the Disclosure and Barring Service checks will be portable between employers. This will replace the Criminal Records Bureau checks. Real-time Payroll Information Under this policy, employers have to do real-time reports on the deductions that they will make on the employees’ payroll. The previous law allows employers to do updates only once a year.

Fees for Employment Tribunal Claims The claimant has to pay an initial fee for issuing a claim, and then an additional fee will be added when the claim makes way to a hearing. This policy encourages people to try other ways first before issuing a claim to the tribunal.

Collective Consultation Period sit is important that employers be updated on the changes in employment legislation. They can get such updates through management training or from the various training courses offered by certain institutions. They can also visit the websites of government agencies that are responsible for disseminating such information. For this year, a whole lot of changes were made on criminal record checks, payroll, family-friendly rights, shareholder options, and employment tribunals. These changes are relevant to both small and big businesses and can have a major impact on their operations. Here are some of the major updates on employment law that should be discussed in project management training.

Enterprise and Regulatory Reform Bill This involves the implementation of reforms in the employment tribunal system. Under this law, the employer is allowed to have a protected conversation with his employee regarding the terms of the termination of his employment contract. The conversation enables the employer to present a settlement agreement, which the employee can accept or reject. The bill also calls for changes on the unfair dismissal compensatory award. When the employee accepts the settlement, the employer will be absolved of any trouble should the former decide to take it to the tribunal.

Employee-Shareholder Contracts Here, employers can propose to give employees shares of the company if they agree to waive a number of employment rights. The purpose of this is to make the employees feel more valuable to the organization. Exemptions from capital gains tax will be applied to the shares.

The increase in Leave Pay This covers maternal, paternal, adoption, and sick leaves. The parental leave pay will increase from 135. 45 to 136. 78 per week, while sick pays will hike up to 86. 70 from 85. 85. This will make it easier for parents to tend to their children when it really matters without having to suffer deductions.

Portable DBS Checks Starting March 2013, the Disclosure and Barring Service checks will be portable between employers. This will replace the Criminal Records Bureau checks. Real-time Payroll Information Under this policy, employers have to do real-time reports on the deductions that they will make the employees’ payroll. The previous law allows employers to do updates only once a year. Fees for Employment Tribunal Claims The claimant has to pay an initial fee for issuing a claim, and then an additional fee will be added when the claim makes way to a hearing. This policy encourages people to try other ways first before issuing a claim to the tribunal.

Collective Consultation Periods From the standard 90 days, the consultation period was shortened to just 45 days for when there are 100 or more redundancies. This took effect April 2013.It is important that employers be updated on the changes in employment legislation. They can get such updates through management training or from the various training courses offered by certain institutions.

 They can also visit the websites of government agencies that are responsible for disseminating such information. For this year, a whole lot of changes were made on criminal record checks, payroll, family-friendly rights, shareholder options, and employment tribunals. These changes are relevant to both small and big businesses and can have a major impact on their operations. Here are some of the major updates on employment law that should be discussed in project management training.

From the standard 90 days, the consultation period was shortened to just 45 days for when there are 100 or more redundancies. This took effect April 2013.