In the Spotlight | Yn y Chwyddwydr
Welcome to the latest edition of ‘In the Spotlight’ – a concise presentation offering an overview of crucial legal updates and notable cases from the field of UK employment law.
We aim to give you a comprehensive understanding of the evolving legal landscape governing workplaces in the United Kingdom as we know that in employment law, change is the only constant.
So, let’s delve into the latest news that have recently hit the headlines:
UK Government announces latest employment bill that gives people more predictable working hours
The Workers (Predictable Terms and Conditions) Bill is the latest in a series of bills aimed at improving working conditions for employees to achieve Royal Assent when it was announced recently.
The bill gives individuals on atypical contracts, including those on zero-hours contracts, a right to more predictable working hours that they will need to request from their employer. The measures in the act are expected to be in force around September 2024.
In addition, a consultation by Acas has been launched into its Code of Practice for handling requests related to predictable working patterns ahead of the new legislation. This closes on 17 January 2024.
Other upcoming employment law changes
As mentioned, the Workers (Predictable Terms and Conditions) Bill comes as part of a package of Private Members Bills backed in recent months. Others include:
Neonatal Care (Leave and Pay) Act: supports employee parents of new-born babies who are admitted into neonatal care with up to 12 weeks of paid neonatal care leave
Employment (Allocation of Tips) Act: requires employers to ensure that all tips, gratuities, and service charges received are paid to workers in full
Protection from Redundancy (Pregnancy and Family Leave) Act: offers pregnant women and new parents greater protection against redundancy
Carer’s Leave Act: entitles employees who are also unpaid carers to a period of unpaid leave
Employment Relations (Flexible Working) Act: provides millions of employees with a day one right to request flexible working, and a greater say over when, where, and how they work
Worker Protection (Amendment of Equality Act 2010) Act: requires employers to take ‘reasonable steps’ to prevent sexual harassment at work in amendment to previous bill
120,000 ex-offenders to benefit from new employment law
Legal adjustments to the Police, Crime, Sentencing and Courts Act 2022 have provided significant opportunities for former offenders to reintegrate into society as they no longer have to disclose certain custodial sentences.
The reforms significantly reduce the duration an offender with criminal convictions must declare their past when seeking employment and empowers them to find work and steer clear of a life of crime. The revised legislation does not apply to the most serious offenders, including sexual, violent or terrorist offences.
Employment tribunals related to neurodiversity top 100 in a year
Last year, a record 102 employment tribunals recorded claims of neurodiversity discrimination which continues an upward trend from 70 cases in 2020 to 93 cases in 2021.
Employers are advised to make reasonable adjustments to support their employees with the disabilities, that include autism, dyslexia and ADHD.
Apprenticeships continue decrease since levy
The number of apprentices starting work in small business has continued to plummet since the introduction of the Apprenticeship Levy in 2017, with the latest figures suggesting a 49% drop in less than five years.
In addition, CIPD analysis discovered further declines in employer training with UK investment per employee around half that of the EU average.
Government calls for end to 4-day working week at local councils
The government has cited ‘concerns about taxpayers’ value for money’ as the reason behind asking local councils to scrap 4-day working weeks.
However, according to some councils experimenting the system, the initiative has led to improvements in recruitment, staff retention and performance and so they are reluctant to stop.
88% of UK employees say wellbeing more important than salary
In the second annual State of Work-Life Wellness Report, Gympass announced startling figures that 88% of employees surveyed would rate wellbeing as more important than salary.