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PPMA Annual Conference 2010:  Employment Law Update Stuart Chamberlain
<ul><li>PRIZE DRAW FREE annual subscription to  Croner- i  Human Resources  for Local Government  worth £1195 </li></ul><u...
<ul><li>FREE Croner’s  Managing Redundancy </li></ul>
Agenda <ul><li>Working Time </li></ul><ul><li>Implied duty of trust and confidence </li></ul><ul><li>Religion and belief <...
<ul><li>Working Time </li></ul>
Holiday entitlement and sickness absence <ul><li>Summary of principles from ECJ in  Stringer  and  Pereda: </li></ul><ul><...
Holiday entitlement and sickness absence <ul><li>ECJ decisions create potential problems: </li></ul><ul><li>UK’s Working T...
What can the employer do? <ul><li>Allow him/her to take the holiday accrued during sickness absence   </li></ul><ul><li>Pa...
What can the employer do? <ul><li>Ask (during the absence) if employee willing to take holiday- Advantages? – but employee...
<ul><li>Religion and belief </li></ul>
Religion and belief <ul><li>The key to the 2003 Regulations: </li></ul><ul><li>What beliefs are protected? </li></ul><ul><...
Religion and belief <ul><li>What beliefs are protected? </li></ul><ul><li>Wide definition of “belief: “any religious or…ph...
Religion and belief <ul><li>What actions are prohibited ?  Issue explored in following: </li></ul><ul><li>L B of Islington...
<ul><li>Right to legal representation  at internal hearings </li></ul>
Right to legal representation  at internal hearings <ul><li>Statutory and contractual position </li></ul><ul><li>Kulkarni ...
<ul><li>Redundancy </li></ul>
Redundancy <ul><li>The statutory obligation to consult about ways to avoid dismissals includes an obligation to consult ab...
<ul><li>TUPE </li></ul>
TUPE: Information and Consultation <ul><li>The link between the duty to inform and the duty to consult in reg.13? </li></u...
Who are the “affected employees”? <ul><li>Those who will be or may be transferred </li></ul><ul><li>Those whose jobs are i...
TUPE: Transfer of collective agreement <ul><li>Previous EAT decisions (eg  Whent v Cartledge  in 1997) held that private s...
Post-transfer changes to terms and conditions <ul><li>Regulation 4(9) – “material detriment” </li></ul><ul><li>Tapere v So...
<ul><li>LEGISLATIVE DEVELOPMENTS  2010 and 2011 </li></ul>
2010 Legislation <ul><li>Employment   compensation limits from 1 February 2010 </li></ul><ul><li>“ Fit” not “sick” notes (...
2010 Legislation (continued) <ul><li>New statutory right to request time to train – 6 April 2010 for employers with 250 or...
Legislation 2010: The Equality Bill Key features: <ul><li>Simplification of the law - single piece of legislation   </li><...
Legislation 2010: The Equality Bill Key features: <ul><li>Extend positive action </li></ul><ul><li>Further duties on publi...
Further duties on the public sector <ul><li>New “socio-economic duty” to reduce inequality </li></ul><ul><li>To consider e...
The Equality Bill – the next steps <ul><li>Royal Assent in spring 2010 </li></ul><ul><li>Bill to become law in October 201...
Legislation 2011 – to think about now   <ul><li>Additional Paternity Leave and Pay – from 3 April 2011.  Up to 6 months’ P...
<ul><li>Questions </li></ul>
<ul><li>PRIZE DRAW FREE annual subscription to  Croner- i  Human Resources  for Local Government  worth £1195 </li></ul><u...
<ul><li>Thank you for your time. </li></ul><ul><li>Your feedback is appreciated. </li></ul>
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Stuart Chamberlain Employment Law - PPMA Conference 2010

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Tuesday - Stuart Chamberlain - Employment Law skills workshop

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Stuart Chamberlain Employment Law - PPMA Conference 2010

  1. 1. PPMA Annual Conference 2010: Employment Law Update Stuart Chamberlain
  2. 2. <ul><li>PRIZE DRAW FREE annual subscription to Croner- i Human Resources for Local Government worth £1195 </li></ul><ul><li>A complete online information service providing instant access to all HR legislation and best practice affecting those working within local government. </li></ul>
  3. 3. <ul><li>FREE Croner’s Managing Redundancy </li></ul>
  4. 4. Agenda <ul><li>Working Time </li></ul><ul><li>Implied duty of trust and confidence </li></ul><ul><li>Religion and belief </li></ul><ul><li>Right to legal representation at internal hearings </li></ul><ul><li>TUPE 2006 </li></ul><ul><li>Legislation for 2010 and 2011 </li></ul>
  5. 5. <ul><li>Working Time </li></ul>
  6. 6. Holiday entitlement and sickness absence <ul><li>Summary of principles from ECJ in Stringer and Pereda: </li></ul><ul><li>Employees (workers) accrue holiday pay while on sickness absence </li></ul><ul><li>Entitlement to full annual leave on return from sickness absence and pay in lieu on termination </li></ul><ul><li>Holiday can be carried over to next holiday year if employee unable to take it in the current leave year because of sickness </li></ul>
  7. 7. Holiday entitlement and sickness absence <ul><li>ECJ decisions create potential problems: </li></ul><ul><li>UK’s Working Time Regulations (WTR) 1998 do not allow such carry over </li></ul><ul><li>Only public sector employees/workers can potentially enforce the ECJ’s rulings – by the doctrine of direct effect </li></ul>
  8. 8. What can the employer do? <ul><li>Allow him/her to take the holiday accrued during sickness absence </li></ul><ul><li>Pay them in lieu – but this can only be done on termination of employment. A temptation for employer to dismiss those on long-term sickness absence? </li></ul>
  9. 9. What can the employer do? <ul><li>Ask (during the absence) if employee willing to take holiday- Advantages? – but employee cannot be forced to take leave </li></ul><ul><li>Hope that there will be necessary amendments to WTR in the near future ? </li></ul>
  10. 10. <ul><li>Religion and belief </li></ul>
  11. 11. Religion and belief <ul><li>The key to the 2003 Regulations: </li></ul><ul><li>What beliefs are protected? </li></ul><ul><li>What actions are prohibited? </li></ul>
  12. 12. Religion and belief <ul><li>What beliefs are protected? </li></ul><ul><li>Wide definition of “belief: “any religious or…philosophical belief” </li></ul><ul><li>ETs have to have regard to EU case law (i.e. ECHR case law) </li></ul><ul><ul><li>Grainger v Nicholson – EAT guidelines for determining philosophical belief </li></ul></ul><ul><ul><li>Power v Greater Manchester Police (ET) </li></ul></ul>
  13. 13. Religion and belief <ul><li>What actions are prohibited ? Issue explored in following: </li></ul><ul><li>L B of Islington v Ladele (CA) </li></ul><ul><li>Chandol v Liverpool City Council (EAT) </li></ul><ul><li>Eweida v British Airways plc (CA) </li></ul><ul><li>Implications for employers? </li></ul>
  14. 14. <ul><li>Right to legal representation at internal hearings </li></ul>
  15. 15. Right to legal representation at internal hearings <ul><li>Statutory and contractual position </li></ul><ul><li>Kulkarni and R(G) v Governors of X School : </li></ul><ul><li>Article 6 of the ECHR requires that a claimant is entitled to be afforded the opportunity to be legally represented at a disciplinary or hearing where this was determinative of the right to practise a profession. </li></ul><ul><li>Implications for the public sector? </li></ul>
  16. 16. <ul><li>Redundancy </li></ul>
  17. 17. Redundancy <ul><li>The statutory obligation to consult about ways to avoid dismissals includes an obligation to consult about reasons for the closure ( UK Coal Mining Ltd v NUM ) </li></ul><ul><li>And not confined to commercial decisions; it applies also to public policy (i.e. to the public sector) ( USA v Nolan) </li></ul>
  18. 18. <ul><li>TUPE </li></ul>
  19. 19. TUPE: Information and Consultation <ul><li>The link between the duty to inform and the duty to consult in reg.13? </li></ul><ul><ul><ul><li>Not necessarily any distinction </li></ul></ul></ul><ul><ul><ul><li>A “responsible” employer will not limit consultation to “measures ” envisaged </li></ul></ul></ul><ul><li>( Cable Realisations Ltd v GMB Northern ) </li></ul>
  20. 20. Who are the “affected employees”? <ul><li>Those who will be or may be transferred </li></ul><ul><li>Those whose jobs are in jeopardy by reason of the proposed transfer </li></ul><ul><li>Those who have internal job applications pending at the time of the transfer </li></ul><ul><li>BUT not the whole of the workforce or those who may apply to transferred part sometime in the future </li></ul><ul><li>Unison v Somerset County Council </li></ul>
  21. 21. TUPE: Transfer of collective agreement <ul><li>Previous EAT decisions (eg Whent v Cartledge in 1997) held that private sector employer/contractor bound by future NJC pay rises </li></ul><ul><li>ECJ in Werhof [2006] distinguished between “dynamic” and “static” interpretation of the Directive </li></ul><ul><li>CA in Parkwood Leisure Ltd v Alemo-Herron : transferee only bound by a collective agreement in force at the time of the transfer but NOT where agreement reached after the transfer </li></ul><ul><li>Implications? </li></ul>
  22. 22. Post-transfer changes to terms and conditions <ul><li>Regulation 4(9) – “material detriment” </li></ul><ul><li>Tapere v South London & Maudsley NHS Trust </li></ul><ul><ul><li>Employer sought to rely on mobility clause, but could not use device of “substantial equivalence” </li></ul></ul><ul><ul><li>Impact of detriment must be considered from employee’s viewpoint – not objective “balancing act” </li></ul></ul>
  23. 23. <ul><li>LEGISLATIVE DEVELOPMENTS 2010 and 2011 </li></ul>
  24. 24. 2010 Legislation <ul><li>Employment compensation limits from 1 February 2010 </li></ul><ul><li>“ Fit” not “sick” notes (from 6 April) </li></ul><ul><ul><li>Object of the scheme </li></ul></ul><ul><ul><li>Summary of main features </li></ul></ul><ul><ul><li>Potential problems? </li></ul></ul>
  25. 25. 2010 Legislation (continued) <ul><li>New statutory right to request time to train – 6 April 2010 for employers with 250 or more employees. Similar procedure to that for requesting flexible working </li></ul><ul><li>Review of default retirement age – change from 65? </li></ul><ul><li>New arrangements for Vetting and Barring Scheme </li></ul>
  26. 26. Legislation 2010: The Equality Bill Key features: <ul><li>Simplification of the law - single piece of legislation </li></ul><ul><li>Harmonisation of definitions – “protected characteristics” </li></ul><ul><li>Changes to DDA in light of Malcolm and Attridge </li></ul><ul><li>Greater transparency </li></ul>
  27. 27. Legislation 2010: The Equality Bill Key features: <ul><li>Extend positive action </li></ul><ul><li>Further duties on public sector </li></ul><ul><li>Stronger enforcement by ET </li></ul>
  28. 28. Further duties on the public sector <ul><li>New “socio-economic duty” to reduce inequality </li></ul><ul><li>To consider equality when deciding for purchasing or outsourcing </li></ul>
  29. 29. The Equality Bill – the next steps <ul><li>Royal Assent in spring 2010 </li></ul><ul><li>Bill to become law in October 2010 </li></ul><ul><li>EHRC Codes of Practice (Sept2010; March 2011) </li></ul><ul><li>So, is this legislation a “mere tidying up exercise” or “new social order”? </li></ul>
  30. 30. Legislation 2011 – to think about now <ul><li>Additional Paternity Leave and Pay – from 3 April 2011. Up to 6 months’ Paternity Leave (3 months to be paid) may be transferred to partner </li></ul><ul><li>Agency Workers Regulations 2010– certain employment rights after 12 weeks’ continuous service </li></ul>
  31. 31. <ul><li>Questions </li></ul>
  32. 32. <ul><li>PRIZE DRAW FREE annual subscription to Croner- i Human Resources for Local Government worth £1195 </li></ul><ul><li>A complete online information service providing instant access to all HR legislation and best practice affecting those working within local government. </li></ul>
  33. 33. <ul><li>Thank you for your time. </li></ul><ul><li>Your feedback is appreciated. </li></ul>

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