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New minimum wage rates for 2012

In Uncategorized on April 2, 2012 at 7:45 pm

From the 1 October 2012 the adult national minimum wage will increase from £6.08 to £6.19 per hour. The rates for 16-17 year olds and 18-20 year olds will not be increased. Commenting on the freezing of the youth rates Vince Cable sated that “raising the youth rates would have been of little value to young people if it meant it was harder for them to get a job in the long run”

The rates remain at 16-17 year olds £3.68 and the rate for 18-20 year olds at £4.98 per hour.

Rob Bryan Associates
http://www.robbryanassociates.org.uk
robbryan@mac.com

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Qualifying period for unfair dismissal claims becomes two years

In Uncategorized on March 30, 2012 at 1:48 pm

For employers it is important to note that despite the headline for this change in employment law due to take effect from 6 April 2012 the detail is crucial.

Employees who commence their new job on or after 6 April will require two year’s service before being able to bring a claim for unfair dismissal in the Employment Tribunal.

Therefore all existing employees will be able to make an unfair dismissal claim in the normal way providing that they have one year’s service. In reality this means that there will be a year of transition between the two requirements.

The current maximum award for an employee at an Employment Tribunal is £72,300.

Rob Bryan Associates
http://www.robbryanassociates.org.uk
robbryan@mac.com

New rates of statutory maternity pay and sick pay

In Uncategorized on March 29, 2012 at 11:48 am

From 9 April 2012 Statutory Maternity pay, Paternity, Additional Paternity, Adoption pay and Maternity Allowance will all increase from £128.73 to £135.45; and Statutory Sick pay will increase from £81.60 to £85.85.

Rob Bryan Associates
http://www.robbryanassociates.org.uk
robbryan@mac.com

Right to Request Flexible Working Extended to All Employees

In Uncategorized on March 3, 2011 at 1:25 pm

Right to Request Flexible Working Extended to All Employees

Key details

Due to come into effect from 30th June 2014, the right to request a flexible pattern of work is amended by:

  • extending the right to request flexible working to all employees (not just those with parental responsibility for a child, or caring responsibilities for an adult);
  • replacing the requirement for the employer to deal with the request in accordance with the statutory procedure with a requirement to “deal with the application in a reasonable manner”; and
  • requiring the employer to notify the employee of its decision within a “decision period” of three months of the application (or longer if this is agreed).

The 26-week qualifying period for employees to make a request for flexible working is retained along with the restriction that employees can only make one flexible working request in any 12-month period.

Acas has produced a draft non-statutory booklet that provides good practice guidance for employers in dealing with such requests and this can be accessed via the following link:

http://www.acas.org.uk/media/pdf/p/6/Handling-requests-to-work-flexibly-in-a-reasonable-manner-an-Acas-guide.pdf

The opening up of the eligibility criteria for the right to request flexible working is likely to lead to some fairly high profile coverage in the media nearer the implementation date, so employers are advised to prepare themselves for a possible influx of applications soon after 30th June 2014. Further advice and guidance on the subject can of course be obtained from your consultant.

Rob Bryan Associates
http://www.robbryanassociates.org.uk
rob@robertbryan.co.uk            chris@robertbryan.co.uk

 

Equality Act

In Uncategorized on July 5, 2010 at 11:43 pm

The Coalition government will be implementing the first stages of the Equality Act from 1 October 2010.

Is you organisation ready for the changes?

Discrimination definitions will be standardised across many different headings including; age, disability, gender reassignment,race, religion or belief, sex, sexual orientation, marriage or civil partnership and maternity and paternity.

See details at http://www.acas.org.uk/CHttpHandler.ashx?id=2840&p=0

Whilst traditionally discrimination was limited to actions against a person with specific personal characteristics – Discrimination by Association means new claims can now arise from a person’s ‘association’ with that person. i.e. discrimination against a parent with a disabled child or removing a job offer upon discovering an employee’s partner was black or gay.

So when did your organisation last review the diversity / equal opportunity policy or carry out any in house seminars for managers supervisors.

For more information and practical help go to http://www.robbryanassociates.org.uk

Rob Bryan LLM MA FCIPD MIOSH