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Some changes in 2013 with regards to employment law

Date: (2 January 2013)    |    

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With a new year ushering in new rules and legislations are expected to follow and there are some new legislations for employers to negotiate. It could be related to employment tribunals, employee-shareholder contracts, family friendly rights, payroll or criminal record checks, 2013 too comes with its own share of legislation relevant to organisations both large and small.
Some of which are:
The Enterprise and Regulatory Reform Bill which implements various reforms to the employment tribunal systems, permits employers to have a protected conversation with an employee with a view to terminating his or the employment under a settlement agreement, and allows the secretary of state to change the limit on the unfair dismissal compensatory award.
From 1st of February 2013 the government is increasing the limit on the compensatory awards by tribunals for unfair dismissal.
A new type of employment contract where an employee would be given shares of the company in exchange for giving up certain unemployment rights is being introduced.
Unpaid parental leave rights have been increased from 13 weeks to 18 weeks which would be applicable from 8 March 2013.
Disclosure and Barring Service (DBS) checks would replace the Criminal Records Bureau (CRB) and would be portable between employers, from March 2013.
The collective consultation period where more than 100 redundancies were being planned is being reduced to 45 days from the earlier 90 days period applicable from 6 April 2013.
Employers are required to use real-time information to report payroll deductions before or when they make them, from 6 April 2013 unless a different date is agreed.
The standard rates of statutory maternity, paternity and adoption pay would be increased from April 2013.The standard rate of statutory sick pay to be increased from April 2013.
There would be a charging fee in employment tribunals which would require the claimant to pay an initial fee to issue a claim and a further fee if the claim proceeds to a hearing, is introduced in summer 2013.
Other developments in the Employment law too are in the pipeline but no date has been set or which would progress in 2013 such as government consultation on reservists, consultation being held for amending TUPE, details on flexible working changes, consultation to be held on code of practice covering use of settlement agreements and an expected rise in National minimum wage.