Latest News

20 February 2015

Business Secretary, Vince Cable MP, has launched a review of the impact of Employment Tribunal fees and will, in particular, consider whether, as many believe, they are a barrier to justice.  As we know, the number of single claims received by Employment Tribunals in the period April to June 2014 was 70% less than in the same period of 2013, and a third lower than the previous quarter.  The drop in the number of claims and a failed judicial review challenge to the introduction of fees had prompted calls for a review, including from Jo Swinson, Employment Relations Minister.  We’re told that Mr Cable will publish the findings of his review in a few weeks.
And staying with the Employment Tribunal theme, compensation limits are due to increase on 6 April 2015.  The maximum compensatory award for unfair dismissal will rise from £76,574 to £78,335 and the maximum amount of a week's pay, used, for example, to calculate statutory redundancy payments and the basic and additional awards for unfair dismissal, also rises from £464 to £475.”

4 July 2014

Some employment law developments still to come in 2014. Read more.


19 December 2013

A timely update, courtesy of Daniel Barnett, on the main changes to the TUPE Regulations which the government is proceeding with:
·         allow renegotiation of terms agreed from collective agreements one year after transfer, provided any changes are no less favourable to employees.sational reason entailing changes in the workforce, thus preventing genuine place of work redundancies from being automatically unfair.
·         clarify that for there to be a TUPE service provision change, the service provision must be "fundamentally or essentially the same" as before the transfer.
·         allowing microbusinesses to inform and consult directly with employees.
·         (in some circumstances) allowing TUPE consultation to satisfy collective redundancy consultation rules.
Importantly, the government is not:
·         removing 'service provision change' from what amounts to a TUPE transfer.
·         removing the transferor's obligation to provide employee liability information; rather, the time for providing such information is increased to 28 days.

The government’s consultation response does not include the new draft Regulations, nor an expected implementation date (although BIS has informally suggested the implementation date will be January 2014).

27 September 2013

Employment Law Changes

On 1 October 2013 further key employment law changes will come into force, including the abolition of third-party harassment and the annual increase in the national minimum wage:

Abolition of third-party harassment - The Enterprise and Regulatory Reform Act 2013 (ERRA 2013) will repeal the third party harassment provisions in section 40(2) to 40(4) of the Equality Act 2010 (EqA 2010). This means that Claimants who are harassed by third parties after 1 October 2013 will have to rely on the "normal" harassment provisions in section 26 of the EqA 2010 instead.

National minimum wage - The national minimum wage (NMW) rates will increase for workers aged 21 and over and apprentices and will now apply to agricultural workers as well.  For example, the Standard Adult Rate will increase to £6.31 per hour.

Please contact me for more information about these, or any other employment law related topic.

6 August 2013

Settlement Agreements

Acas has just published a new Code of Practice on Settlement Agreements, which came into force on 29 July 2013.  The new Code and accompanying guidance can be found here: new Code and guidance

30 July 2013

Fees in the Employment and Employment Appeals Tribunal

Are now in and here’s the link to the Statutory Instrument -

3 July 2013

A glance back and a quick look ahead

Of the changes mentioned in my previous note, some are already in place and perhaps the most significant of those are the changes to whistleblowing legislation that came into effect on 25 June 2013. Read more

20th June 2013

Thank you for visiting the new web site of sMaRT Employment Law.  I’m very excited about launching my own business and do hope that some of you will get in touch and that we’ll be working together soon.  I do believe that I offer businesses a quality service, that is excellent value for money and that I am the smart choice for all your employment issues.
As most visitors to this site will be aware, significant changes are coming as a result of the Enterprise and Regulatory Reform Act 2013 and the Underhill Tribunal Procedural Reforms.  Further information on these changes will appear in this section soon




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