News and Resources

Trethowans Employment Law: Five Changes to Employment Law in 2010 (Part Two)

25 January 2010

As 2010 gets into full swing, there is set to be a substantial review of the UK’s employment law regulations over the next 12 months. Further to last week’s article, Southampton solicitors Trethowans bring you another five changes to employment law expected to be made by the Government in the coming year:

Independent Safeguarding Authority
From November, new workers who wish to work with children or vulnerable adults will need to register with the Independent Safeguarding Authority (ISA), who will work in partnership with the Criminal Records Bureau (CRB) to prevent unsuitable people from working in such environments.
Renewed Union Rights Regarding "Blacklisting"
The Government has outlined a number of proposals making it illegal for a company to sack, or refuse employment to a worker based on appearing on a "blacklist" due to their union memberships. The proposals also allow workers or their unions to pursue legal action against those who use, compile or distribute blacklists. The regulations will come into effect in the spring, pending approval by Parliament.
Sick Notes to be Replaced With "Fit Notes"
Under the Social Security and Statutory Sick Pay Amendment Regulations, doctors can state whether an individual is able to fully carry out their work, some work, or no work at all. The law, when introduced in April, will also allow doctors to state whether an employee could return to work under altered circumstances, such as reduced hours, amended duties, or adaptations to their working environment.
Reduction in Unfair Dismissal Compensation
The overall compensation award for dismissals on or after 1^st Feburary will fall from £66,200 to £65,300, while the daily compensation award limit will fall from £21.50 to £21.20
Time to Train Initiative
This new scheme gives employees the legal right to request time off for training, under the Apprenticeships, Skills, Children and Learning Act. However, employers are within their rights to refuse requests if it can be proven that the employee taking the time off would be detrimental to the business. It will become law for businesses with more than 250 employees in April, with the scheme being extended to cover all businesses 12 months later.