The Guardian has reported that Michael Gove, the new justice secretary, is to press ahead with plans to scrap the Human Rights Act. According to The Guardian, the abolition of the Act, a pledge included in the Conservative Party manifesto, is one of the measures to be included in the prime minister’s plans for the first 100 days, when the Queen’s speech is delivered on 27 May. The article also states that the plans, which would see the human rights act replaced by a British bill of rights, would mean that the European court of human rights would no longer be binding over the UK’s Supreme Court. The ECHR would also no longer be able to order a change to UK law although British citizens would still be entitled to appeal to the Strasbourg-based court.
A further development was revealed by the newly appointed Business Secretary Sajid Javid, who told the BBC's Today programme that there will be “significant changes” to strike laws to be announced in the Queen's Speech later this month. The key measures will mean that strikes will only be lawful where there has been a ballot in which at least 50% the workforce has voted and that where the health, education, fire and transport sectors are concerned, industrial action would require the support of at least 40% of all those entitled to take part in strike ballots – as well as a majority of those who actually turn out to vote.
Content Note
The aim is to provide summary information and comment on the subject areas covered. In particular, where employment tribunal and appellate court cases are reported, the information does not set out full details of all the facts, the legal arguments presented by the parties and the judgments made in every aspect of the case. Click on the links provided to access full details. If no link is provided contact us for further information. 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, SM&B 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.
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.
