Employment Law Changes
The majority of HR professionals are aware that 2013 has seen dramatic changes within UK employment law. They will know that the majority of these have occurred throughout June, July and September, and will also be aware that further changes were introduced on 1 October 2013.
Their role within their organisation is to ensure that that the employer and any other managers are aware of the changes and how to implement them correctly.
However, there are many businesses which have not yet utilised a HR recruitment agency and may not be aware of their new obligations. As such, the four main changes are:
1. Third-party harassment provisions in Equality Act repealed
In the past, an employer may have been held responsible if an employee of theirs was harassed by an individual. However, this element of the Equality Act has now been repealed. It is worth noting however that there are still circumstances where this may still be applicable and as a result, it is wise for any employer to be aware of these situations.
2. National minimum wage increases
Of course, the majority of employers are aware of the increases in minimum wage as these are the changes which are likely to have the most immediate effect on them. In short, workers aged 21 and over can expect their hourly rate to rise to £6.31 per hour whilst the minimum rate for workers aged 16 to 20 will also see an increase. In addition, for the first time, workers within agriculture will also have a minimum wage.
3. Reporting of Injuries regulations and first-aid requirements change
As a major element of the role of a business manager, any changes to health and safety are vital. However, with many managers having a vast and varied role, such changes often fall to the HR jobs Hampshire to update and bring into force. As such, the changes which revoke and replace the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995 (SI 1995/3163) are an essential consideration.
4. Shareholders to have binding vote regarding directors’ pay
From the 1st of October, the role of shareholder in deciding the pay and salary packages of Directors will also alter dramatically. They will also be responsible for determining whether the Directors should have access to further payments such as “exit payments.” This is, of course, in response to the building criticism of many banking and other so called “fat cat” bosses who walk away from posts with large pay-outs and receive criticism for doing so.