Upcoming changes to employment law in 2015
27th January, 2015
Here are some of the expected upcoming changes to employment law in 2015.
The start of the New Year has approached with a bang in terms of employment law changes. In January we have already seen some changes come into effect regarding the new clawback provisions and a ban of overseas only recruitment employment agencies which became effective on 5 January.
Also in January, we have seen the beginning of Committee stage of the Small Business Enterprise and Employment Bill 2014 -2015, which will introduce new laws to enable small businesses to compete by reducing barriers. In addition to this the Deduction from Wages (Limitation) Regulations 2014 (SI 2014/3322) came into force on 8 January.
February 2015 also has a lot scheduled in terms of employment law reform, as in the case of Lock v British Gas Trading Limited and others, where the holiday pay should include commission issue will be considered.
February should hopefully see the release of the Advocate General’s opinion regarding the Woolworths case regarding the collective redundancy consultation.
April will bring in some long awaited changes to maternity and adoption leave as a new system of shared parental leave will become available to parents of children who are adopted or born after the 5 April 2015. In addition to this the changes also remove the 26 week employment service requirement and introduce a new right to paid leave to attend adoption or antenatal appointments.
In addition the Shared Parental Leave and Paternity and Adoption Leave (Adoptions from Overseas) Regulations 2014 and the Statutory Shared Parental Pay (Adoption from Overseas) Regulations 2014 will come into force on 6 April 2015. This will assist couples who are seeking to adopt a child from outside of the UK which the employer will need to take into consideration under any new shared parental leave policies.
On the 6 April new reforms regarding the National Minimum Wage will come into force under the National Minimum Wage (Consolidation) Regulations.
Other changes to happen in April include clause 2 of the deregulation bill 2013 – 2014: amendment of section 124 of the Equality Act 2010 to remove the employment tribunal’s power to make wider recommendations in successful discrimination cases.
In the autumn there are already some exciting events occurring such as the introduction of a new tax free childcare scheme which will be effective for new employees upon introduction.
In addition, the government is to introduce secondary legislation to make caste an aspect of race, and thereby caste discrimination a form of race discrimination. The government intends this draft legislation to be introduced by the summer of 2015.
As there is a general election this year there are some interesting proposals by several parties which will begin to shape the UK employment market in different ways depending on how the political landscape lies after the election.
For further information and advice on any of the upcoming changes in employment law, please contact Helen Watson on 01244 405565 or send an email to [email protected]com