HR professionals who work in local authorities need to be aware of rules that are specific to their sector, in addition to generally applicable employment law and HR good practice. For example there are specific rules on the application of TUPE in the public sector, the calculation of continuity of service and regulation around certain senior posts.
Working in HR in a local authority also means working within the framework of nationally negotiated terms and conditions.
Significant employment law changes are anticipated for 2017, amid the ongoing uncertainty resulting from the Brexit referendum.
New FAQs cover the statutory requirement for customer-facing staff in the public sector to speak fluent English or Welsh.
New English language requirements for public-sector workers in customer-facing roles come into force on 21 November 2016, following the publication this week of provisions under the Immigration Act 2016.
HR and legal information and guidance relating to local authority employers.