At the time of writing the ground is covered with snow. No doubt the gas and electric meters will be racking up an expensive bill. This newsletter considers employers arrangements for Bad weather, the Christmas party and Strike disruption.
At the time of year when we would looking forward to some festive cheer we face widespread disruption. The RMT union continue to pursue their pressure on the subsidized train businesses, the Post Office workers are striking and would like to deliver on weekdays only, and our hospital waitings lists are facing a further extension with cancelled appointments. Collective representation seeks to align wages with recent explosion in inflation. For many employers, finding staff for difficult to fill vacancies, is harder than ever. There is evidence that employers are paying higher wages, however in the main this is constrained by affordability. See our wage data section.
We also provide details of the government’s announcement of new rates for the minimum wage from next April and a record increase to the national living wage. There are also higher rates for Statutory Materntiy and Adoption pay. For the coronation of King Charles 3 we have an extra public holiday scheduled for 8th May. We would recommend that now is a good time to communicate holidays for next year and remind your people how holiday requests and treated.
Consultation around changes to employees rights to request flexible working has ended. Details are to be published shortly on the new arrangements. For those of you employing from overseas there are changes to the right to work checks in 2023.
The Retained EU law bill has been trumpeted as UK taking back control of it laws. However one eminent QC had calculated that the government would need to pass 5 pieces of legislation every day from the announcement to achieve the necessary changes. So that’s not going to happen is it – the actual detail is likely to be somewhat muted.
In our recent cases we highlight the need for carrying out thorough and detailed investigations before starting disciplinary procedures and how careful consideration is needed when determining a “pool” for redundancy selection.
Finally – On behalf of RBA and the team, I wish all of you a joyful Christmas and a prosperous 2023. Until Next Year, bye for now…
Rob Bryan Associates 
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