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.
With the Conservative Government determined to keep tight control of public sector pay for the rest of the Parliament, awards in the sector are set to remain subdued.
Unmarried partners of occupational pension scheme members should be eligible for survivor pension benefits, regardless of whether or not they have been nominated, following a judgment on 8 February at the Supreme Court.
Additional information on Pay As You Earn for local authority employers, including the reform of the intermediaries legislation (IR35) on off-payroll working in the public sector.
The draft Regulations that will require public-sector employers in England to report on their gender pay gap have been published.
Updated to include information on the draft Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, which set out the gender pay gap reporting duty for public authorities.
Significant employment law changes are anticipated for 2017, amid the ongoing uncertainty resulting from the Brexit referendum.
HR and legal information and guidance relating to local authority employers.