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Among this year's key employment law changes are: the increase in
the qualifying period for bringing an unfair dismissal claim from one year to
two years from 6 April 2012; substantial changes to employment tribunal
procedure from 6 April 2012; and the requirement for larger employers to
automatically enrol eligible employees into pension schemes from 1 October
2012.
Legislation
key dates
FEBRUARY
New tribunal award
limits come into force
The limit on the amount of the
compensatory award for unfair dismissal increases from £68,400 to £72,300 on 1
February 2012.
APRIL
Qualifying period for
unfair dismissal protection is increased
The qualifying period
for an employee to bring an unfair dismissal claim increases from one year to
two years. This change comes into force on 6 April 2012.
Changes to employment
tribunal procedure
The Government has announced a "fundamental
review" of the Employment Tribunal Rules of Procedure, with substantial changes
to employment tribunal procedure expected to be introduced on 6 April
2012.
Maternity, paternity
and adoption pay are increased
The standard rates of statutory
maternity, paternity and adoption pay increases from £128.73 to £135.45 per week
from 1 April 2012.
Rate of statutory
sick pay is increased
The standard rate of statutory sick pay
increases from £81.60 to £85.85 per week on 6 April 2012.
OCTOBER
Pensions
auto-enrolment begins
Starting from 1 October 2012, large
employers have to enrol eligible employees automatically, and make mandatory
employer contributions, into a qualifying workplace pension scheme or the
National Employment Savings Trust (Nest).
National minimum wage
may rise
The national minimum wage may rise on 1 October 2012,
subject to the prevailing economic conditions and the Low Pay Commission's
recommendations to be delivered to the Government in February 2012.
Consultations
2012
Consultations that remain open in the first months of 2012
include: proposals for the introduction of employment tribunal fees; and calls
for evidence over whether or not the law on TUPE and collective redundancy
consultation should be amended to reduce the burden on businesses. The
Government has announced that in 2012 it will consult on reforming the law on
employment disputes and removing the third-party harassment provisions of the
Equality Act 2010.
CONSULTATIONS STILL OPEN IN 2012
Consultation on employment tribunal
fees
The Ministry of Justice is consulting on the introduction
of fees for bringing an employment tribunal claim, with fees planned both for
lodging a tribunal claim and a claim proceeding to a hearing.
Call for evidence on
TUPE
The Government has launched a call for evidence on the
Transfer of Undertakings (Protection of Employment) Regulations 2006
(TUPE). It seeks to determine whether or not there is scope to improve
implementation of the Acquired Rights Directive and reduce burdens on
businesses, while continuing to protect employees.
Call for evidence on
collective redundancy consultation
The Government has launched a
call for evidence on the advantages and disadvantages of the rules on collective
redundancy consultation.
Consultation on
modernising the personal tax system
HM Revenue and Customs
(HMRC) is consulting on increasing the transparency of the personal tax system,
which includes PAYE and income tax self assessment.
CONSULTATIONS EXPECTED IN 2012
Consultation on
reforming the law on employment disputes
The Government has
announced that it will consult on a range of measures to reform the law on
employment disputes.
Consultation on
integrating income tax and national insurance
Following a call
for evidence carried out in 2011, the Government has announced that it will
consult on integrating the operation of income tax and national insurance
contributions.
Consultation
reviewing third-party harassment
The Government has said that it
will consult on removing the requirement for employers to take reasonable steps
to prevent harassment of their employees by third
parties. |