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Subscribe to this list via RSS Blog posts tagged in Unfair Dismissal Advice Lawyers Harborne

A consultation setting out plans for a new employment status called an ‘employee owner’ has been published by the Government.

Under the scheme, employee owners will have a different set of employment rights and they will be given shares in the company of between £2,000 and £50,000. The employment rights affected are:

  • unfair dismissal rights (apart from automatically unfair reasons and where dismissal is based on discriminatory grounds),
  • rights to redundancy pay,
  • certain statutory rights to request training,
  • the statutory right to request flexible working, and
  • employee owners will have to give more notice to their employer of their intention to return from maternity or adoption leave early.

An employer will be able to choose the new status and still choose to offer more rights to their staff (e.g. the right to request flexible working or higher levels of contractual redundancy pay).

Legislation to bring in the new employee owner contract will be introduced via the Growth and Infrastructure Bill, with the aim of companies being able to offer the new type of contract from April 2013.

Call for Evidence on dismissal

Posted by on in Dismissal

Proposals to examine the current dismissal process have been announced by the Government with the publication of a Call for Evidence.

Through the Call for Evidence, the Government is seeking to establish a strong evidence base on the current understanding of the dismissal process, including awareness, understanding and use of the Acas Code of Practice on Discipline and Grievance. The Government will be seeking the views of employees, business organisations and all other interested parties.

The Government has also published the Employment Law Review annual update in the Houses of Parliament, outlining how the review has been taken forward. The report summarises the current programme and looks ahead to further areas it is considering as part of the Review.

In addition, it was also announced that the Employer’s Charter, first published in January 2011, has been updated to include pointers on sickness absence and recruitment. The Charter aims to counter the misconception that employment protections are all one-way - towards the employee. It will give greater clarity to managers on what they can already do to deal with issues in the workplaces, on subjects such as performance, sick leave, maternity leave, requests for flexible working and redundancy.

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