Employment-related proposals in the Queen’s Speech 2008
The Queen’s Speech contained proposals for three pieces of legislation which will impact on employers: The Equality Bill, principally consolidating all existing anti-discrimination measures, The Children, Skills and Learning Bill, giving the right to employees to request time off for training and The Borders, Immigration and Citizenship Bill, giving migrants a path to UK citizenship.
The Equality Bill will consolidate all existing anti-discrimination measures, place new equality duties on public bodies in relation to gender reassignment, age, sexual orientation and religion or belief and make age discrimination when providing goods, facilities and services unlawful.
The Children, Skills and Learning Bill will reform education, training and apprenticeships for young people and adults. Under the proposed apprenticeships programme, all suitably qualified young people will be entitled to an apprenticeship place, and young people in schools will be informed about vocational training opportunities. The Bill also provides employees with a statutory right to request time off from their employer, from their core duties, to undertake training. The employer must consider the request carefully, but can decline it for a good business reason.
The Borders, Immigration and Citizenship Bill will ensure migrants earn the right to stay in the UK by implementing the new path to citizenship, with progress slowed down if migrants don’t make an effort to integrate. This will be accompanied by changes to Nationality law, allowing the shortening or lengthening of the qualifying period for naturalisation according to behaviour.
In a separate announcement, the Government confirmed that it will proceed with its planned extension of the right to request flexible working to parents of children up to the age of 16, from April 2009.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
