Employment Law and HR: Are you up to date? All businesses irrespective of their size need to be aware of changes and developments in employment law and HR and the effect that they will have. During 2009 there were a large number of significant developments in employment law and HR. They included: An increase in the amount of annual leave that all workers and employees are entitled to 5.6 weeks. New guidance in relation to annual leave and sickness absence. The abolition of statutory dismissal and grievance procedures and the introduction of a new ACAS code of practice on discipline and grievance. An increase in statutory redundancy payments. An extension of the right to apply for flexible working to all parents of children aged 16 and under. Increases in the national minimum wage and an increase in the powers of HMRC to enforce the national minimum wage.
2010 has already raised lots of difficult employment and HR questions for employers. An unusual amount of snow in January 2010 left many employers asking: Do I have to pay employees who have not made it in to work because of severe weather conditions? Do I have to allow employees time off work to look after children whilst their school is closed? I closed the business early and sent my employees home because of the weather conditions. Do I still have to pay my employees for the time that I closed the business?
Unfortunately during 2010, many employers are still having to consider cost savings and are therefore asking:- Can I reduce my employees’ rate of pay and/or hours of work? If so, how do I go about it in practice? What are the new increases in statutory redundancy pay? How much will redundancies cost me?
During 2010 further changes to employment law are planned, for example: The government plans to replace the current paper sick note with a new electronic statement of fitness to work, a “fit note”. The new fit note will consider what people can do rather than cannot do, and will provide practical advice to the employer and employee about achieving a return to work. A new right to request time off work to undertake study or training. Increases in statutory maternity, paternity and adoption pay. A review of the default retirement age of 65. The introduction of additional paternity leave for fathers or co-adopters of children. They will be able to take up to 26 weeks paternity leave once the mother (or adopter) has returned to work.
Are you aware of all these issues and how they affect your workforce? If you would like to learn about these developments and how they affect your business on a practical basis, come along to Wansbroughs Solicitors FREE employment law breakfast seminar at The Bear Hotel in Devizes on 23 March 2010. Bacon rolls, muffins, tea and coffee will be available from 8.15 and the seminar will begin at 8.30. The seminar will end at approximately 9.30am. | 
