The four key changes to employment law coming into force on 1 October 2014 are as follows:
1. Expectant fathers, or the partner of a pregnant woman, will be entitled to take unpaid time off work to attend antenatal appointments with their partneron up to two occasions (see our 23 September Legal Development Alert for further information).
2. An employment tribunal will have the power to order employers to carry out equal pay audits where they have been found to have breached equal pay law, or to have discriminated because of sex in non-contractual pay, unless an exception applies (see our 25 September Legal Development Alert for a summary).
3. The National Minimum Wage hourly rates will increase to: (i) £6.50 for the adult rate; (ii) £5.13 for the youth development rate (for workers aged between 18 and 20); (iii) £3.79 for young workers rate (aged under 18 but above the compulsory school age who are not apprentices); and (iv) £2.73 for apprentices
4. The Defence Reform Act 2014, will amend S.108 of the Employment Rights Act 1996 so that there is no minimum qualifying period of employment to bring a claim of unfair dismissal if the reason is the employee's membership of a reserve force (see our 12 September Employment Law News Update for further details).
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.
