The document summarizes the 2013 UK employment law agenda and selected case law. It outlines the UK government's reforms to employment law from 2012-2015, which aim to reduce regulatory burdens and support a flexible labor market. Key reforms include changes to unfair dismissal qualifications, collective redundancy consultation periods, settlement agreements, whistleblowing rules, and tribunal fees. It also summarizes five cases related to religious discrimination, annual leave, social media use, disciplinary warnings, and volunteer rights.
Employment Law Update: essential updates and practical guidance for employersPat Coyle
A broad-ranging presentation focussed on keeping you up to date with current Employment Law and the effect that legislative changes and case law may have on your business or workplace
This presentation visualizes the impact the Employment Relations Amendment Bill will have on affected employees all across in New Zealand if passed as proposed by Bill English.
Learn about how your SEC registered company can address key aspects of the Affordable Care Act and about upcoming deadlines for 2014 and beyond - Peterson Sullivan - Seattle CPA Firm.
TOPICS
- Changes to rules regarding who is eligible for overtime and opportunities for compliance
- Chicago’s new family & sick leave law ordinance
- New EEOC guidance on reasonable accommodations and when leave must be provided
- Changes in joint employment standards that could make you liable for other companies’ actions
- New wellness program requirements
- The Defend Trade Secrets Act and new "magic language" for employee agreements
- EEOC pay reporting requirements
- and more…
This program will cover the hottest topics in labor and employment law for 2015, including EEOC’s strategic initiatives, recent wage and hour developments, the NLRB’s encroachment into the non-union workplace, policy issues to consider in the year ahead, continuing questions about social media challenges, and more. This program will be a fast-paced look at these and various other trends that will impact employers this year and beyond, and will be aimed at enabling participants to get ahead of the curve to identify potential risks within their organizations.
• Goals for this webinar - Agenda
• Agency Update
• EEOC Strategic Initiatives
• Medical Issues in the Workplace
• Wage and Hour Developments
• The NLRB in Your Workplace
• Social Media Challenges
• Unemployment
• Reminders and Next Steps
Evelyn was asked to speak before 50 women at the Business Women's Network of York Region November event. She prepared and presented a short primer of employment law as it effects employers, including dealing with such topics as: employment agreements; termination clauses; just cause; bad faith; applicable legislation.
Are you ready for the upcoming 2014 provisions of the new healthcare reform act? Do you know what the implications are to you as a small or midsize company?
Our webinar will help you become familiar with upcoming requirements under the Patient Protection and Affordable Care Act.
Expect to learn the following and more:
What is the Patient Protection and Affordable Care Act
How does an organization determine their 2014 cost to comply?
What should organizations be doing now to prepare?
Employment Law Update: essential updates and practical guidance for employersPat Coyle
A broad-ranging presentation focussed on keeping you up to date with current Employment Law and the effect that legislative changes and case law may have on your business or workplace
This presentation visualizes the impact the Employment Relations Amendment Bill will have on affected employees all across in New Zealand if passed as proposed by Bill English.
Learn about how your SEC registered company can address key aspects of the Affordable Care Act and about upcoming deadlines for 2014 and beyond - Peterson Sullivan - Seattle CPA Firm.
TOPICS
- Changes to rules regarding who is eligible for overtime and opportunities for compliance
- Chicago’s new family & sick leave law ordinance
- New EEOC guidance on reasonable accommodations and when leave must be provided
- Changes in joint employment standards that could make you liable for other companies’ actions
- New wellness program requirements
- The Defend Trade Secrets Act and new "magic language" for employee agreements
- EEOC pay reporting requirements
- and more…
This program will cover the hottest topics in labor and employment law for 2015, including EEOC’s strategic initiatives, recent wage and hour developments, the NLRB’s encroachment into the non-union workplace, policy issues to consider in the year ahead, continuing questions about social media challenges, and more. This program will be a fast-paced look at these and various other trends that will impact employers this year and beyond, and will be aimed at enabling participants to get ahead of the curve to identify potential risks within their organizations.
• Goals for this webinar - Agenda
• Agency Update
• EEOC Strategic Initiatives
• Medical Issues in the Workplace
• Wage and Hour Developments
• The NLRB in Your Workplace
• Social Media Challenges
• Unemployment
• Reminders and Next Steps
Evelyn was asked to speak before 50 women at the Business Women's Network of York Region November event. She prepared and presented a short primer of employment law as it effects employers, including dealing with such topics as: employment agreements; termination clauses; just cause; bad faith; applicable legislation.
Are you ready for the upcoming 2014 provisions of the new healthcare reform act? Do you know what the implications are to you as a small or midsize company?
Our webinar will help you become familiar with upcoming requirements under the Patient Protection and Affordable Care Act.
Expect to learn the following and more:
What is the Patient Protection and Affordable Care Act
How does an organization determine their 2014 cost to comply?
What should organizations be doing now to prepare?
Come and enjoy and be inspired by the HR leaders of the future who have taken part in this year's 'Rising Stars' and 'Peer into the Future' talent programmes. The PPMA's unique and inspiring talent offerings have captured the imagination of its members and we are excited to share these with you.
Looking back and looking forward are they the same?
In this session we'll take a quick skim over the last 40 years of public services. You'll return to now for a view of the current landscape and then head off to see what's changed 40 years from now.
Gary Browning the Chief Executive of Penna PLC, sets out his thoughts on the future issues in people development and for HR professionals, gained through his many years of experience of working with the private and public sector HR leaders.
Roy Vella who is a leading futurologist specialising in how technology and mobile devices in particular are rapidly shifting customer and employee expectations.
Councils need to be adaptable and agile to meet the challenges of uncertainty. They therefore need to help their people to be even more adaptable and agile.
The rapid Growth of internet-connected devices has brought huge advantages, however the same technology has also disconnected us. We are drowning in a digital deluge where the haze of information and devices vie for out attention to the point where they are beginning to remove us from the real world.
Peter Cheese highlights the mega trends affecting us all and how he sees the HR profession positioning itself to provide maximum support, gain an advantage for a future work, workplace and workforce.
This session provides an overview of the political and financial futures for local government, and sets out some potential scenarios for the sector for the year 2020
The presentation will consider the legislative changes introduced since the 2014 PPMA conference and examine further proposed changes, particularly the Small Business, Enterprise and Employment Bill.
powerpoint slides to an employment law update seminar delivered by my employment law team and me to HR professionals, directors and employment agencies
Welcome to the Autumn 2013 edition of the BHW Employment Law Newsletter.
It seems that despite Government rhetoric to leave employment law alone, the Ministers can’t help themselves from dabbling in the area!
We have therefore collated information on the most important changes to help keep you up to date.
At these events we present an overview of what we consider to be the most significant developments in 2017, and what they teach us about managing your workforce – together with our practical tips.
You will also hear about what is coming up in 2018, and how you can get ready for what will be another busy year in employment law.
Topics covered include:
- mental health issues in the workplace
- "hidden" disabilities
- the gender pay gap
- the gig economy and the Taylor review
- tribunal fees and the implications for UK employers
- discrimination update
- what's coming up in 2018.
Staying up to date on the latest changes in employment law is critical for any business owner or HR professional to avoid expensive legal complications, ensure regulatory compliance and cultivate a positive workplace culture.
Our Employment Solicitors, Joanna Smye and Claire Berry deliver a pre-recorded and on demand update webinar that discusses the most important employment law changes on the horizon for 2023/24, reviews key cases from the last six months and provides practical advice on the important learning points to take away.
At these events we present an overview of what we consider to be the most significant developments in 2017, and what they teach us about managing your workforce – together with our practical tips.
You will also hear about what is coming up in 2018, and how you can get ready for what will be another busy year in employment law.
Topics covered include:
- mental health issues in the workplace
- "hidden" disabilities
- the gender pay gap
- the gig economy and the Taylor review
- tribunal fees and the implications for UK employers
- discrimination update
- what's coming up in 2018.
Thought leadership interactive PDF for Croner Solutions that captures the thoughts of experts on key developments in HR, employment and health & safety. It looked look back on past and also future trends to deliver valuable insight.
time
Overview of management best practices for the employment relationship from creation to termination (Presentation for the Workforce Planning Board of York Region)
In this closing keynote, Dr Max Blumberg will delve into the transformative power of AI and analytics in shaping the
future of local councils. Discover how AI can catalyse positive change, from enhancing public services to fostering community engagement. Learn actionable strategies to leverage data-driven insights for more effective decision making, all while keeping the community at the heart of innovation. Walk away with a renewed sense of purpose
and the tools to make a lasting impact in your organisation.
The armed forces and the NHS have superbly effective national recruitment campaigns – so why not local government? Inner Circle Consulting director Chris Twigg introduces the creators of some of the UK’s most wellregarded recruitment campaigns, to describe their strategies and the essential ingredients of success; the impact a good campaign can have, at a time when recruitment has never been more difficult; and how your ideas might shift perceptions of local government away from potholes and bins, to a shared sense of purpose and desire to have a positive impact on the world – values that connect with a huge pool of potential talent.
Headlines about inappropriate workplace behaviour are constant with perpetrators often citing “banter” as a defence. And amongst those headlines are worrying accusations that HR does not do enough or, even worse,
perpetuates the inappropriate banter and behaviour.
This is a unique opportunity to take part in an interactive session to honestly address the challenges of getting our own HR teams in order and then using that as a platform for leading change in our organisations.
Dorian is one of the most sought after speakers on his subject of Wellness and speaks all over the World for businesses and organisations that are keen to understand the impact of Corporate Wellness on their performance.
He has spoken at numerous events around the globe and provides his audiences with thought provoking tools and techniques which they can apply to both their work and home lives to enhance wellness.
The chances of another pandemic are low, but your members will likely get through other crises such as increased
demands with stagnant budgets, local crises, changes in laws or regulations, etc. This would help them lead themselves
and their teams through those situations and will help them break the paradigm they have of always staying within one
leadership framework that someone sold to them as the best. This would help them be more flexible with their approach
to find an effective solution faster.
Worker wellbeing is accepted as crucial, but organizations are unable to successfully integrate it as an operational issue.
This session will argue that whole organization approaches are needed to create healthy workplaces. Delineating what
works, for whom and in what contexts is the first step.
This interactive Masterclass introduces the CQ model and research. It will dive into a thorough understanding of ‘culture’.
This session will touch upon the relevance of cultural values, using activities to better understand team dynamics. The
content of this session is rooted in peer-reviewed research and successful practice among leading global organisations
In this session, we will provide an overview of important workforce issues and examine practical solutions and strategies
for addressing them. From recruitment and retention to training and development, we'll cover the essential elements of
building and maintaining an effective and engaged workforce.
Recent events have highlighted the power of disruption, but also our ability to adapt when the situation forces us to be
creative and think differently. So how do we adopt that same mindset and approach to changing the status quo and
perceived norms, as part of our everyday (working) life?
This session will delve into the intricacies of inclusive leadership, using Deloitte’s framework that encompasses six
crucial traits: commitment, courage, cognizance of bias, curiosity, collaboration and cultural intelligence.
In the evolving landscape of public sector leadership in the 21st century, it’s essential to equip leaders with not just
IQ and EQ but, more importantly, with Cultural Intelligence. Bernadette will shine a spotlight on the pivotal role that
CQ plays in empowering leaders to deliver more effective and inclusive services to the diverse communities they
serve.
Don't miss this opportunity to gain insights into fostering inclusive leadership qualities that go beyond conventional
measures. Join Bernadette as she navigates through the key attributes that make leaders not just capable, but
exceptional in understanding, engaging, and serving diverse populations.
The PPMA Awards serve as a platform to share and applaud the fantastic achievements that often go unnoticed. We extend our gratitude to all who entered this year; your contributions have made this celebration possible. Our judges had the pleasure of reviewing outstanding entries, and now, we are thrilled to reveal the shortlisted entries for each award category.
10% of women leave their job or pass up promotion because of menopausal symptoms. Become menopause friendly and avoid
losing talent... Perceptions around the menopause are starting to change and leading employers are taking action now. Join this
session to understand what inspirational employers are doing to become menopause friendly employers, how they’re doing it and the results they’ve experienced.
This session will give a detailed overview of the newly launched NHS Universal Family programme, which is a commitment to
support young people who are care experienced into roles in the NHS and Local Government. Launched in October 2022 by Dr
Navina Evans, the programme has the aim of supporting 1000 care leavers by 2025. The programme is being piloted in ten Integrated Care Boards across the country, in partnership with Spectra who run the Care Leaver Covenant programme, with many
signatories including Amazon, John Lewis, Universities, Banks, Sky and many others, all with the aim of providing a family of love and support to young people who have grown up in foster care or children’s homes, without access to the opportunities that others
have. As Joint Programme Director, Raffaela will talk through the rationale for setting up this national initiative and share the work to date, and also will be seeking opportunities for information sharing across the NHS and Local Government to make this programme a success.
Technology use and adoption is driving change within the public sector at pace, but are we capitalising on using this capability well? Join this session to understand how transformative technologies, digital solutions and data can be used effectively to improve place based outcomes for the people and communities we serve.
Thanks to new and emerging technologies the modern HR function can think again about how it can support the employee and the
organisation with consumer grade Employee Experiences, rich data and insights and tools that make the workforce more productive
and engaged. In this session Andi Britt will bring to life how the future is taking shape now and demonstrate some of the exponential technologies that will help employees and managers bring the best of themselves to work
For most organisations, hybrid working is here to stay. However, the relative newness of this way of working means that most organisations and their leaders are still making it up as they go along. This presentation will share the latest evidence gathered from employees across organisations of what makes the most effective hybrid leadership, as well as provide a range of practical suggestions for how to help your hybrid team realise its potential.
There is rarely a one size fits all approach to hybrid working, and this means that employees will experience it in different ways. The
personalised employee experience could be inevitable. How do we create that in a hybrid environment? Why should we even bother? In this
session we will examine how hybrid working challenges every aspect of people practice, every aspect of the employee lifecycle, and work out
what we need to do about that.
A keynote rooted in systems thinking, inspired by conscious business strategies, highlighting regenerative energy at work; all building
to a next stage organisation design.
Perry will show how to build organisational resilience, we must demonstrate, leverage and appreciate the systems of work.
Within this system, it’s people when placed in an organisational construct, that have the human value to correct imbalance. How do we
pick up on signals through symbols of emergence, understand interconnectedness, and appreciate feedback loops, amongst people?
More from PPMA - Public Sector People Managers' Association (20)
4. First, a Health Warning!
Some of the dates of implementation keep changing!
On 14 March 2013 BIS published “Employment Law 2013:
Progress on Reform
5. Coalition Government’s employment law policy – a
reminder
Employment Law Review throughout the life of government
Remove regulatory burdens – The Red Tape Challenge – A “light
touch”
Employment Law is “costly, time-consuming and overly
bureaucratic”
Remove barriers to “flexible, effective and fair” labour market
Aim to support employers, individuals and their families
Better information & guidance (e.g. the Employer’s Charter)
Whole series of Consultations and “Calls for Evidence”
Encourage parties to settle rather than go to ET - & save money!
6. In 2012
Maximum award for unfair dismissal is £74,200 (Feb
2012)
Change in qualifying period for claiming unfair
dismissal increased from one to two years on 6 April
2012
Auto Enrolment for pensions (ongoing)
CRB becomes Disclosure & Barring Service (DBS) (Dec
2012) – but problems with IT!
7. April 2013
Consolidation of NMW Regulations
Consultation period for collective redundancies involving 100
or more employees reduced from 90 days to 45 days – with ACAS
guide
Employees whose fixed-term contracts due to expire excluded
from collective consultation requirements
Consultation on the recruitment sector
8. Summer 2013
Introduction of Settlement Agreements: details of pre-
termination negotiations will be inadmissible at ET – except
where “improper behaviour” – with Code of Practice & guidance
and letters & templates for employers – see next slide
[Government has dropped “Protected conversations”?]
12 months’ pay cap on compensation award for unfair
dismissal – what it means
Revised ET rules/procedure – mostly accepted Underhill Report
recommendations
9. Settlement Agreements(SAs)
Change of name – Why? - new s.111A of the ERA 1996 – replace
CAs
SAs are legally binding contracts which can be used to end
employment relationship on agreed terms. Individual waives
rights to make claim to court/tribunal on matters specifically
covered in the agreement
It’s all about “confidentiality” – specific focus of ACAS draft
Code of Practice
The current situation – “without prejudice” discussions etc. –
must relate to existing dispute between parties – these can still
run alongside SA procedure
10. Settlement Agreements cont.
Voluntary - If SA cannot be agreed dispute can go to ET
7 (?) days to consider offer
Void if “improper behaviour” – examples in draft ACAS Code
Right of accompaniment?
Non-binding model letters for employers and template
agreement
Still consulting on “good practice”
Implications?
11. Summer 2013 continued
Changes to whistle blowing rules: breach of employment
contract no longer protected disclosure; “good faith”; and
employer’s liability & defence
New tribunal fees regime – 2-stage fee structure: “issue” fee and
“hearing” fee – Implications?
Review of Agency Workers paperwork
Portable online DBS checks
12. Autumn 2013
Proposed changes to TUPE 2006 (“gold plating of EU law”)
— Repeal of SPC – but likely to be 3-5 years’ lead-in time?
— ELI and other changes
— Implications & potential problems?
Call for Evidence on PIDA 1998
Interactive guide on discipline
13. Spring 2014
Right of flexible working extended to all employees with 26
weeks’ service
New Assessment Service for employees absent for 4 weeks due
to sickness & revision of “Fit-Note”
Mandatory ACAS pre-claim conciliation: if no agreement ACAS
will issue certificate & if no certificate, no ET – and a POTENTIAL
NIGHTMARE!
Financial penalties in ET for employers (£5000)
Evaluation of Workplace Mediation Services
15. Which leaves?
• Amendments to Working Time Regs. re. annual leave & sickness
• Updating of ACAS Code of Practice on Disciplinary and Grievance
Procedures.
No qualifying period for unfair dismissal when reason for
dismissal is or is related to employee’s political opinion or
affiliation (Redfearn v UK) – but to come into effect 12 months
after E&RR Bill receives Royal Assent
17. Case law 1- Religious discrimination
Religious discrimination – Eweida & others v UK
(ECtHR)
o Any manifestation of religious belief in workplace should be
protected, provided close link between the manifestation and
the belief
o Interference with this right can be justified but the
employee’s rights must be balanced against those of the
employer
18. Eweida continued
o BA’s corporate aims breached Ms E’s desire to manifest her
religion (Article 9)– UK had breached its “positive obligation “
to protect this right. The other applicants lost – employers
able to justify their refusal to accommodate their
manifestations of belief
o The EHRC has produced guidance on religion & belief in the
workplace
o Implications?
19. Case law 2 – Annual Leave
Long-term sickness & annual leave: LHS Leeds v Larner
o A reminder of the CJEU cases
o Claimant, unable to take leave because she was sick, entitled to
carry her untaken leave forward to next leave year without
making a prior request to do so
o On termination she was entitled to payment for paid annual
leave she had been prevented from taking
o And how long the carry over?
20. Case law 3 – Social Media
Unlawful disciplining, demotion & dismissal: Smith v Trafford
Housing Trust
In Facebook Mr S, a practising Christian, described proposals for
same–sex marriage as an “equality too far”
Dismissed for gross misconduct – contravened equal opportunities
policy
Too late to bring claim for unfair dismissal
Awarded damages' (£100) for wages in notice period
21. Case 4: Disciplinary warnings
Warnings – Wincanton Group plc v Stone
Q.s: To what extent can earlier warnings be relied upon in
disciplinary hearings? And must earlier warnings be about similar
misconduct?
EAT says “Yes” to both and provides following guidance:
o In deciding sanction, employer should take into account factual
circumstances of any earlier warning
o Always take into account how other employees treated (consistency
is important)
o A final warning normally means that any further misconduct (of
whatever nature) may result in further disciplinary action (dismissal)
22. Case law 5: Volunteers
Volunteers not covered by discrimination law – X v Mid Sussex
CAB
No contract, no claim under the EqA (then the DDA) or Directive
Volunteer will not be employee unless…!?
And interns?
Finally, ET rejected claims in Quick v Cornwall Council that
conversations about the employee’s potential retirement
constituted unfair dismissal and age discrimination