Information for CIPD members on developments in UK employment law since January 2013. Covers Acts of Parliament, Statutory Instruments (SIs), European Directives, Codes of Practice and future proposed legislation.
For a weekly round up of the latest developments in employment law go to our Latest news in employment law. More legal resources can be found in our Employment Law at Work area.
The Modern Slavery Act 2015 includes provisions requiring all commercial organisations carrying on business in the UK with a total turnover of £36m or more to complete a statement for each financial year of the organisation. This is expected to come into force in October 2015.
Royal Assent 26 March 2015. The Small Business, Enterprise and Employment Act 2015, which aims to support small businesses, contains a number of employment law measures
The revised Directive included proposals to extend paid maternity leave to 20 weeks. In July 2015 it was withdrawn and the European Commission adopted a Roadmap for improving work-life balance in working families.
Came into force 30 June 2014. Acas has published a statutory Code of practice on handling requests for flexible working in a reasonable manner. Good practice guidance has also been published to supplement the Code.
Royal Assent 26 March 2015. The Deregulation Act 2015 aims to reduce the burden of excessive regulation on businesses and repeal legislation which is no longer of any practical use. Employment provisions include the introduction of approved English apprenticeships and removal of employment tribunals’ power to issue wider recommendations in successful discrimination cases.
Royal Assent 8 January 2015. The Work and Families Act (Northern Ireland) 2015 introduces a number of changes, including the new system of shared parental leave and the extension of the right to request flexible working to all employees who have worked for their employer for 26 weeks or more.
Royal Assent 13 March 2014. The Children and Families Act 2014 introduces a new shared parental leave and pay system and a right to time off for antenatal care, brings adoption leave and pay entitlements in line with those of birth parents and extends the right to request flexible working.
Came into force on 11 March 2015. A revised Acas Code of practice on disciplinary and grievance procedures has been published. The changes have been made following the case Toal and another v GB Oils in which the Employment Appeal Tribunal held that the Code did not accurately reflect the law on the right to be accompanied, especially the law relating to the need to make a reasonable request.
Royal Assent 25 April 2013. The Act contains a wide variety of provisions to reform employment law, including Acas early conciliation, greater use of settlement agreements, abolition of statutory discrimination questionnaires and changes to whistleblowing protections.
Adopted November 2003. Details of proposals to revise the Directive, particularly the provisions relating to the 48-hour week opt-out and on-call time.
Changes under the Defence Reform Act 2014 affecting reservists and their employers came into force on 1 October 2014.
In January 2012 the European Commission announced a comprehensive reform of the 1995 Data Protection Directive.
Came into force on 16 May 2014. The codes of practice provides guidance for employers on preventing illegal working and how to avoid race discrimination when complying with their duty to carry out pre-employment immigration checks under the Immigration, Asylum and Nationality Act 2006.
Royal Assent 13 March 2014. The National Insurance Contributions Act 2014 contains provisions to reduce the costs of employment and support small businesses, including from 6 April 2014 reducing employer national insurance contributions (NICs) bills each year by entitling every business and charity to a £2,000 Employment Allowance.
Adopted on 7 July 2010 and implements equal treatment between self-employed men and women. Member states have two years to implement the Directive.
Published in August 2013 and revised in March 2014. The code of practice provides advice for organisations on how to deal with requests from individuals for personal information.
Royal Assent 1 May 2012. Enacts legal aid and litigation, funding reforms and changes to the sentencing and punishment of offenders.
Royal Assent 25 April 2013. Introduces new kind of employment status called employee shareholder status where in return for giving up certain employment rights, employees will be given between £2,000 and £50,000 of shares that are exempt from capital gains tax. The new status came into force on 1 September 2013.
Coming into force on 22 July 2013. The new Code of practice on equal pay will provide employers in Northern Ireland with practical guidance on how to promote equality and avoid sex discrimination in pay structures.
Coming into force on 29 July 2013. The Code of practice will support legislation under the Enterprise and Regulatory Reform Act 2013 on pre-termination discussions.
We’re helping many of the world’s most progressive organisations build their HR and leadership capability.
Stay up to date with what's happening in the
HR and Development profession. Subscribe
to our email newsletter