Employment Law Blog

29 December 2010

Deregulation: less is more in 2011?

The Coalition Agreement published on 20 May 2010 said that red tape would be cut by introducing a new “one-in one-out” rule whereby no new regulation is brought in without other regulation being cut by a greater amount. In August the government launched consultation on what regulations should be cut. Since then they have brought the main provisions of the Equality Act into force without any corresponding repeal of other legislation so they are already behind target.

Adrian Crawford

20 December 2010

Annual increase in compensation limits

The Annual increase in compensation limits comes into effect on 1 February 2011. The new maximum compensatory award for Unfair Dismissal will increase by £3,100 from £65,300 to £68,400. The new maximum for a week’s pay will increase by £20 from £380 to £400. The maximum unfair dismissal award (basic plus compensatory) will be £80,400.

20 December 2010

Royal succession laws: Discriminatory against women and catholics

Employers cannot discriminate against workers and employees on the grounds of their religion or belief or sex, so why should a different rule apply to the Royal Family who are meant to lead by example?

20 December 2010

No automatic right to additional day off work for Wills and Kate’s Wedding

Those who have booked holiday to coincide with the Royal wedding on 29 April, thinking that they will get an 11 day holiday for the price of only three days’ annual leave, may need to think again. David Cameron’s announcement of an additional bank holiday on 29 April 2011 will not automatically increase employees’ holiday entitlements.

16 December 2010

In a pickle - compromise agreements and The Equality Act

The government has got itself into a real pickle over the section of the Equality Act which deals with compromise agreements. These are the agreements which are used in the vast majority of cases to confirm the resolution of employment disputes and to ensure the employee thereby agrees to withdraw and no longer to pursue claims against the employer. As everyone recalls, the Equality Act was rushed through in the dying days of the last Labour government. It draws together all of the now superseded discrimination statues that went before it. Section 147(5) provides that an independent adviser (required in order for a compromise agreement to be effective) cannot be someone who is a party to the contract or complaint, a person connected to such a person, or a person who is acting for either of these two.

Richard Fox

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