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Changes to UK Employment Law in 2014

Changes at a Glance

2014 will be no different to previous years insofar as there will be further legislative changes to existing UK employment laws and EmployEasily HR will continue to keep you informed of these changes, as well as any resulting from case law,  and what the impact for Employers might be.

The table below is a summary of what you can expect in 2014.

When

Development

Expected February 2014

  • Maximum penalty for employers who flout National Minimum Wage to increase from £5,000 to £20,000.  The government has published the draft National Minimum Wage (Variation of Financial Penalty) Regulations 2014 but not yet provided details of when in February the Regulations will be brought into force.

21 March 2014

  • Target date for Children and Families Bill to receive Royal Assent

6 April 2014

  • The date for the annual index-linked compensatory award limits for Employment Tribunal claims has moved from 1 February to 6 April.

  • Discrimination questionnaires to be abolished.

  • Mandatory pre-claim Acas conciliation will be introduced under ERRA 2013 on an optional basis (with the system becoming mandatory from 6 May 2014)

  • Financial penalties for losing employers to be imposed by tribunals.

  • Abolition of Statutory Sick Pay record-keeping in favour of giving employers the discretion to use a system which suits them.

  • Legislation for onshore and offshore employment intermediaries expected to come into force.

Spring 2014

  • New approach to sickness absence management to be introduced.

1 May 2014

  • The period in which transferors must provide Employee Liability Information will increase from 14 to 28 days before the transfer.

6 May 2014

  • Acas early conciliation scheme becomes mandatory.

31 July 2014

  • Changes to the obligations to inform and consult for micro-businesses will apply to TUPE transfers that take place after 31 July 2014.

Expected 2014

  • Regulations giving tribunals the power to order an employer carry out an equal pay audit.

  • The government's response to the annual leave aspects of the Modern Workplaces consultation is expected

  • The right to request flexible working will be brought in under the Children and Families Bill 2012-13. The Government has confirmed this will not be brought into effect in April 2014 as originally intended but has not yet published a revised implementation date.

Autumn 2015

  • New tax-free childcare scheme to be introduced.

  • Draft order to outlaw caste discrimination expected.

Expected 2015

  • Introduction of new system of shared parental leave




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