New Year HR update

What employment law changes to expect in 2020. Also recent case law rules that managers who disrupt normal proceedings by 'meddilng' in them can lead to organisations facing unfair dismissal claims

April in particular is set to be a busy month as new legislation to implement the government's Good Work Plan starts to come into effect. There are new laws around employment contracts being introduced on 6 April 2020. From this date onwards, contracts will become a day one right for both employees and workers and will need to contain additional details for the first time.  Find out more here.

The method for calculating holiday pay for zero hours and other variable hours workers will also change from 6 April 2020. The pay reference period for calculating a ‘normal’ week's pay will be extended from 12 to 52 weeks, meaning businesses will need to be keep more detailed records of working patterns. 

Agency workers will benefit from improved rights in 2020 as Swedish derogation contracts are set to become unlawful from 6 April, thereby ensuring employers can no longer avoid providing staff equal pay after 12 consecutive weeks on assignment. 

The statutory rates for minimum wage are to increase from April 2020 whilst additional rates for leave, such as maternity, paternity and sick leave are also to increase again in the Spring of 2020. At the same time the new right to parental bereavement leave is expected to become effective, giving qualifying parents the right to two weeks of paid time off work following the loss of a child under the age of 18.

Case Law

In the recent case of Cadent Gas Ltd v Singh, the Employment Appeal Tribunal (EAT) ruled that a manager's ‘meddling’ in a disciplinary investigation contributed significantly to a successful unfair dismissal claim. Read more

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