Upcoming changes to Employment Law 2014-2015

With a raft of changes to employment law coming up, here’s a review of the important dates to be aware of. Any other dates will be added to this calendar as the year progresses

1st December 2014
Shared Parental Leave For parents of children born or matched for adoption on or after 5 April 2015 Under this new system parents will be able to choose how they share the care of their child during the first year after birth. Mothers will still take at least the initial two week following the birth, following that they can choose to end the maternity leave and the parents can opt to share the remaining leave as flexible parental leave. Also under this new shared parental leave it is proposed to allow the husband, civil partner or partner of the pregnant women the right to unpaid time off to attend up to 2 antenatal appointments.
April 2015
Managing sickness absence
A health and work assessment and advisory service is to be introduced, offering fee occupational health assistance for employees, employers and GPs. The service can provide an occupational health assessment after four weeks of sickness absence. Further information is available from GOV.UK – Government response to the review of the sickness absence system in Great Britain.
Surrogate parents eligible for adoption leave
Provided they meet the eligibility criteria parents who have a child through surrogacy will be permitted to take ordinary paternity leave and pay, adoption leave and pay and shared parental leave and pay. Both parents will also be entitled to take unpaid time off to attend two antenatal appointments with the woman carrying the child.
5th April 2015
Statutory adoption leave and pay
The statutory adoption leave will no longer have the 26 week qualifying period, and adoption pay will be brought in line with maternity pay, which will be 90% of normal earning for the first six weeks.
Parental Leave extended to 18
The right to unpaid parental leave will be extended to parents of any child under the age of 18 years.
After 1st July 2015
After 1 July 2015 there will be a two year cap on the period over which a worker can claim a series of unlawful deductions where they relate to any fee, bonus, commission or holiday pay.
To be confirmed
Exemption for Reservists from two year qualifying period for unfair dismissal
Employees who are reservists will be exempted from the two year qualifying period for bring an unfair dismissal claim where the reason for dismissal is the employee’s reservists service.

Higher cost of holiday pay for employers

Non-guaranteed overtime must be included in the calculation of holiday pay. An Employment Appeal Tribunal judgment has potentially major implications for employers in respect of both employees and workers by clarifying that:

Flexible Working Regulations 2014

The Flexible Working Regulations 2014 were laid before parliament on Wednesday and come into force on 30th June.

They extend the right to make a request for flexible working to any employee who has been employed for 26 weeks (not just parents of children under 17, or 18 if disabled, and certain carers – as was previously the case). The basic right to request is unchanged. Employees can make up to one written request every year, the employer needs to deal with it within three months, and can refuse on any of eight (very wide) business grounds. A tribunal cannot normally investigate the rights and wrongs of the refusal, only whether the procedure has been properly followed. Maximum compensation for a failure to comply is eight weeks’ pay (currently capped at £464 per week).

If the Flexible Working Regulations affect your business, or if we can be of any assistance with other employment law matters, please do get in touch.

Update: Tribunal award increase

From 6th April 2014 the maximum compensatory award given by an Employment Tribunal will be increased from £74,200 to £76,574 subject to the limit of one year’s pay if this is a lesser amount.  It also increases the maximum for a ‘week’s pay’ in assessing a basic award and a statutory redundancy payment from £450 to £464.

July 29th 2013 Changes to employment law

As of today (July 29th 2013) the following changes to UK employment law apply:

Employment Tribunal Fees

From 29 July anyone wishing to make a claim in the Employment Tribunal or lodging an appeal in the EAT will need to pay a fee, unless they are able to obtain an exemption.

Disclosure and Barring Service (DBS)

On 1 December 2012, the Criminal Records Bureau (CRB) and Independent Safeguarding Authority (ISA) merged to form the Disclosure and Barring Service (DBS).

The following changes to terminology have resulted:

Key dates relevant to the operation of the new service include:

DBS has announced that the new “Update Service” will be launched this summer. This new service will enable individuals to register once for a DBS check which will then be automatically updated and available for organisations to check.


There has been much news publicity recently surrounding harassment, particularly on the grounds of disability and sex. According to Macmillan Cancer Support there has been an increased number of employees with cancer feeling discriminated when they return to work.

This is supported by a YouGov survey that shows 37% of employees experience discrimination at work after they have had cancer, with 9% leaving and 13% claiming their employer had failed to make reasonable adjustments. As cancer is classed as a disability, companies need to ensure that they act legally when dealing with such employees.

Also sharing the headlines have been claims of sexual harassment, often with such conduct being ignored by companies and other work colleagues. An employer will often be held responsible for the discriminatory actions of its employees and may also be responsible for discrimination by external bodies such as recruitment agencies if they are acting with the employer’s authority. It is therefore important for an employer to investigate any such allegations that arise and if necessary take the appropriate remedial action.

What is harassment?

Harassment involves unwanted conduct that has the purpose or effect of violating a person’s dignity or creating an offensive, intimidating or hostile environment. It is discriminatory if it is related to the following protected characteristics:

Why is it important for employers to know about discrimination law?

Ensuring equality

Discrimination is governed by the Equality Act 2010; its’ purpose is to ensure equality of opportunity at work, to protect employees’ dignity and to ensure that complaints can be raised without fear of reprisal.

Damaging publicity and loss of staff morale

Allegations of discrimination or harassment are likely to create bad publicity for an employer; an Employment Tribunal hearing is held in public, often with the press in attendance in the hope of gathering an interesting news story for publication in local, or even national, media. It is wiser to prevent a claim than to have to manage the consequential fallout after a claim has been made. Discrimination and harassment issues can be highly emotive, and the process may have a negative impact on employee morale.

High compensation payments and expensive litigation

There is no limit to the amount of compensation that an employee can be awarded by an Employment Tribunal in a successful discrimination case. A company also has to factor in the significant management time involved and legal costs, which are usually not recoverable in an Employment Tribunal.

Practical steps employers can take to reduce the risk of an Employment Tribunal claim:

Employee shareholders rejected

The House of Lords has again voted to reject the proposed Employee Shareholder status set out in the Growth and Infrastructure Bill.

The government is determined to press ahead with this scheme and has published some concessions in the hope that the House of Lords will agree; these are:

The government had made some earlier concessions to the original proposals:-

2013 The road ahead

The government has published Employment law 2013: progress on reform, detailing the progress on employment law reform to date and outlining a timetable of future changes. The key measures and expected implementation dates are set out below.

Spring 2013

Collective redundancy consultation

The 90 day consultation requirement for redundancies involving 100 or more employees is to be reduced to 45 days in April 2013.

Consolidation of national minimum wage (NMW)

The government will be simplifying the NMW rules and intends to produce a single set of consolidated NMW regulations by April 2013, merging the current 17 sets of regulations.

Summer 2013

Compensatory award cap

The unfair dismissal compensatory award will be capped at the lower of one year’s pay and the existing limit. The calculation of a year’s pay for these purposes will be based on the statutory definition of “a week’s pay” contained in the Employment Rights Act 1996.

Settlement Agreements

Enabling the increased use of settlement agreements as a mutually beneficial way of ending the employment relationship.


The government intends to amend the ERA 1996 so that workers cannot bring a whistleblowing case relating to a breach of their own contract that is not in the public interest.

New employment tribunal fees

Submitting a claim to a tribunal or an appeal to the EAT will be subject to an initial issue fee, followed by a subsequent hearing fee.

Portable Disclosure and Barring Service (DBS) checks

A portable Disclosure and Barring Service (DBS) check which employers can view instantly online will be available. This will allow individuals to move roles without needing a new DBS check each time.

Autumn 2013

Employee ownership

The new employee shareholder status will be implemented in Autumn 2013 rather than April 2013 as previously expected. Under the proposals, employees will be able to obtain shares in their employer in return for giving up some of their employment rights. The first £50,000 worth of shares (valued at acquisition) will be free from capital gains tax on disposal.

Reform of TUPE 2006

In January 2013, the government issued a consultation on proposed changes to TUPE 2006.  The changes are expected to be implemented from October 2013.

Spring 2014

Right to request flexible working

Part 8 of the Children and Families Bill amends the ERA 1996 to extend flexible working rights to all employees with 26 weeks’ service, rather than just those employees who qualify as parents or carers.

Acas early conciliation

On 17 January 2013, the government launched a consultation on how it proposes Acas will deal with requests for “early conciliation” from prospective claimants who will have to make such a request before they can issue certain proceedings in the employment tribunal. The government has not yet published its response to the consultation but is aiming for implementation by early 2014.

Employment tribunal penalties for losing respondents

Following the Resolving Workplace Disputes consultation the government announced it would introduce financial penalties for unsuccessful respondents, although it would not be an automatic levy.

Quick reference table of Government Employment Law Changes

Delivered to date
2 Year Unfair Dismissal Qualifying period
Removed default retirement age
Better immigration checks
Employer’s Charter
Published Tribunal Award information
Spring 2013
Consolidation of NMW Regulations
Change to collective redundancy
Acas guide on collective redundancy
Consultation on the recruitment sector
Summer 2013
Making settlement agreements easier
12 months’ pay cap on unfair dismissal compensatory awards
Revised Employment Tribunal rules
Whistleblowing rule improvements
New tribunal fees
Agency workers – paperwork review
Portable online DBS(previously CRB) checks
Autumn 2013
New employee shareholder employment status
TUPE Regulation reforms
Call for evidence on Public Interest Disclosure Act
Better online tool – employing staff for the first time
Interactive guidance on discipline
Spring 2014
Right to request flexible working for all employees
Acas Early Conciliation introduced
New approach to sickness absence management
Introduction of Employment Tribunal penalties
Evaluation for Workplace Mediation Services
Introduction of Shared Parental Leave
Implementation of Posting of Workers Enforcement Directive