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New regulations affecting your business

Posted in: Managing people
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Every April a number of new regulations come into force. While they can sometimes be quite small changes, as part of our  Sage People Advice team I think it important that every business is aware of them and act upon them where appropriate.

This year is no different, therefore on 6 April 2012 some legislation updates were brought into effect. Hopefully they will have very little impact on your day-to-day business activities, however you need to familiarize yourself with the changes and pass the information onto your employees.

Unfair dismissal

For employees who start their employment on or after 6 April 2012, the qualification period for the right to claim unfair dismissal has increased from one to two years’ continuous service.

For employees who started their employment before 6 April 2012, the qualification period remains at one year’s continuous service.

However, any dismissals are automatically unfair if they are discriminatory in nature, regardless of how long the employee has worked with you.

In practice, this change shouldn’t affect the way that you manage your employees. It’s important that you continue to manage in a fair, reasonable and consistent manner, in line with your normal policies and procedures.

Written reasons for dismissal

The qualification period for the right to request a written statement of the reasons for dismissal has also been increased.

For employees who start their employment on or after 6 April 2012, the qualification period has increased from one to two years’ continuous service.

For employees who started their employment before 6 April 2012, the qualification period remains at one year’s continuous service.

Employment tribunal costs

The maximum deposit that an employment tribunal can order a party to pay, as a condition of continuing with a claim, has now been increased from £500 to £1000.

The maximum amount of costs that can be awarded in an employment tribunal has also increased from £10,000 to £20,000.

Changes to Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR)

You’re now required to report to the relevant enforcing authority (either the Health and Safety Executive or the Local Authority), when a worker is injured at work and this results in them being incapacitated for more than seven days (previously three).

You’ll have to submit your report within fifteen days (previously ten) of the accident.

We recommend you amend your policies to reflect these changes straight away to make sure you’re following the new laws.

Our Sage People Advice team can help keep your business up to date with relevant legislation such as HR, Employment Law and Health and Safety. Give our Sage People Advice team a call on 0845 111 2450 to find out more. Or, why not try our free HR health check tool?

Jenny Graham, Sage People Advice Team

Posted in: Managing people
6 comment

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