| Repeal of statutory grievance procedure for resolving workplace disputes, replacement by good practice model |
April 2011 |
The repeal will have the effect of removing the requirement to follow statutory procedures where an employee raises a grievance about certain matters. The statutory approach will be replaced by a good practice model, based on a revised Labour Relations Agency Code of Practice. Unreasonable failure to follow good practice will still have the potential to lead to an uplift or reduction in a tribunal award. The existing requirement to adhere to statutory disciplinary and dismissal procedures when taking disciplinary action that could lead to dismissal or dismissing someone remains. |
| Additional Paternity Leave and Pay |
April 2011 |
This new right will give fathers or adoptive parents who have elected to take paternity rather than adoption leave an opportunity to take up to 26 weeks' paternity leave where the child's mother or the person taking adoption leave returns to work before the end of their leave entitlement. The person taking additional paternity leave may also be entitled to receive Additional Statutory Paternity Pay where the mother or person in receipt of Statutory Adoption Pay has not exhausted their entitlement. ASPP is paid at £124.88 per week for up to 26 weeks and operates in a similar way to other family-friendly rights, in that employers are reimbursed for payments (at the rate of 92% or 104.5%, depending on NICs) by HM Revenue and Customs. |
| Revision of Limits |
February 2011 |
Annual legislation to revise the limits on certain tribunal awards in line with changes in the retail price index. |
| The Conduct of Employment Agencies and Employment Businesses (Amendment) Regulations (Northern Ireland) 2010 |
December 2010 |
These Regulations amend the Conduct of Employment Agencies and Employment Businesses Regulations (Northern Ireland) 2005 and make further provision for the proper conduct of employment agencies and employment businesses. The main amendments increase the protection for work-seekers, reduce certain regulatory burdens on employment agencies and extend the cooling off period for charging upfront fees to certain entertainers. Suitability checks will no longer be required to be carried out by employment agencies (unless the agency is supplying a work-seeker to work with, care for, or attend a vulnerable person). The new Regulations prohibit the charging of upfront fees to work-seekers seeking employment as a photographic or fashion model. The Regulations have also been amended so that any advertisement posted by an agency must now state whether a position is permanent or temporary rather than whether the services offered are those of an employment agency or an employment business. |
