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Employee reinstatement after dismissal

employee reinstatement

Should employee reinstatement or re-engagement after unfair dismissal be a real concern for employers? Although rarely made in practice, employment tribunals are obliged to consider whether to make an order for reinstatement or re-engagement in cases of unfair dismissal under the Employment Rights Act 1996. Definition Reinstatement sees the employee returning to his or her … Read more

Shared Parental Leave: Latest Developments

Following consultation on the issues and benefits around the sharing of parental leave between working mothers and fathers, the government has now published its response to those findings. Its aim is to introduce a system in 2015 whereby a couple can share what would be described at the moment as maternity leave from work in … Read more

Prime minister vows to fight EU red tape

David Cameron has vowed to take the fight on red tape surrounding employment law to the EU, reports the BBC. His actions come as a result of a report compiled by some the country’s most high-profile business leaders, which found that red tape is costing UK firms billions of pounds. The report outlines arguments on … Read more

Further guidance on contractual restrictive covenants

Signing a contract. Understand more about contractual restrictive covenants.

Clauses that prevent ex-employees from setting up in competition and stealing customers are tricky to get right. If they are too vague or broad, they could be considered by the courts to be unenforceable. In Croesus Financial Services v Bradshaw, the High Court was asked to consider the reasonableness of a restrictive covenant that stopped … Read more

Unfair dismissal during workplace reorganisation

dismissal

Employment Law Bulletin reports on a recent case of unfair dismissal during a period of reorganisation and redundancy, in which the EAT found in favour of the Claimant. When four senior management posts were reduced to two, which included a new Business Development Manager position, the Claimant took the decision to apply as she considered … Read more

Early Conciliation

conciliation

In an attempt to reduce the high number of Tribunal proceedings in the UK, new legislation came into force today making it mandatory for a claimant to notify ACAS if they are planning to make a claim to an Employment Tribunal.

Early Conciliation was announced as part of the Enterprise and Regulatory Reform Act 2013 and has been available since 6 April 2013. For Tribunal claims lodged on or after 6 May 2014, a Tribunal claim will not be accepted unless the complaint has been referred to ACAS in the first instance and then an Early Conciliation Certificate issued confirming that the requirements of Early Conciliation have been met.

Although now law for a claimant to notify ACAS of their intention to lodge a claim to an Employment Tribunal, it is still voluntary to come to an agreement outside the courts. If either party refuses to engage in the process the claimant will be issued with an Early Conciliation Certificate and they will be able to proceed with their claim to the Tribunal. There are certain exceptions when a claimant may not need to make an Early Conciliation Notification to ACAS, such as when a claimant is part of a larger group of claimants and someone within that group has already made a request relating to the same dispute.

For employers, the Early Conciliation process will give an indication as to the strengths and weaknesses of a case and an opportunity to resolve differences with a claimant in the early stages rather than at the Tribunal stage, saving time and money. With Early Conciliation lasting up to a month, and with the option to extend by an additional 14 days, providing both parties agree, this will have significant implications on the time limits for claimants to bring a claim.   Employers will need to take into consideration that Early Conciliation involves a ‘stop the clock’ mechanism.  So, where the time limit for bringing a claim would have expired during the Early Conciliation period or during the month after the Early Conciliation Certificate was issued the time limit will now be extended for a whole month and not just the period of Early Conciliation.

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Phasing Out the Default Retirement Age

retirement

With effect from 6 April 2011, the current Default Retirement Age (DRA) of 65 years is being phased out over a transitional period running until 30 September 2011.

At present, employers are required to write to employees not more than 12 months, but not less than six months, before their 65th birthday informing them that they are approaching retirement and making them aware that they are allowed to request to work beyond their retirement date.

From 6 April 2011 employers will no longer be able to issue any notifications for compulsory retirement using this process.

The last day employees can be compulsorily retired using the current procedure is 30 September 2011. This means the last day to provide six months’ notice, as required by the current procedure is 30 March 2011.

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Reviewing the rules on the right to be accompanied

accompanied

We all know that employees have a right to be accompanied in disciplinary hearings. However, a recent Personnel Today article points to two cases that show that the legislation isn’t always straightforward. In Toal v GB Oils Ltd, two employees raised grievances and asked to be accompanied by a specific trade union official. The employer … Read more

Sickness absence and holiday pay

IBB Law recently ran an interesting piece on a worker’s right to annual leave whilst on sickness absence. The article highlighted one case in particular in which Mrs Larner, an employee with NHS Leeds, was refused payment in lieu of her untaken annual leave while on sickness absence between 2009 and 2011 when she was … Read more

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