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Anticipated employment law developments in 2013

Posted on 29th January 2013
Briefing note

In 2013 the following employment law developments are planned. In some cases we are not convinced the government's timetable for change will be achieved. Time will tell!

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Simon Quantrill Simon
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Full details of each change will be published in future editions of our hrlegalnews.

1 February 2013

Tribunal compensation limits will increase under the Employment Rights (Increase of Limits) Order 2012. 

February 2013

Rounding up of increases to statutory redundancy payments and tribunal award limits.

March 2013

Revised fit note guidance to be published.

Repeal of the third party harassment and the discrimination questionnaire provisions in the Equality Act 2010.

8 March 2013

Implementation of the Revised Parental Leave Directive.

1 April 2013

Changes to the funding of claims in the civil courts, including the introduction of damages-based agreements.

6 April 2013

Collective redundancy consultation period involving 100 or more employees reduced from 90 to 45 days and employees whose fixed-term contracts are due to expire excluded from consultation requirements. 

April 2013

A public interest requirement to whistle-blowing disclosures will be introduced.

The new Employment Tribunals Rules of Procedure will come into force.

The Growth and Infrastructure Bill 2012-13 is planned to come into effect introducing the concept of employee shareholder status. 

The Children and Families Bill will be introduced setting out a new system of flexible parental leave and flexible working.

May 2013

Changes to the enforcement of gangmaster licensing and compliance.

Summer 2013

The following provisions in the Enterprise and Regulatory Reform Bill 2012-13 are due to come into force.

Fees will be introduced into the employment tribunal.

October 2013

The changes to TUPE are planned to come into force. (For details of the current consultation see our recent update).

Expected 2013

The following provisions in The Enterprise and Regulatory Reform Bill 2012-13 are due to come into force:

  • Mandatory pre-claim Acas conciliation.
  • Enhanced shareholder rights regarding directors' remuneration.
  • Reform of the EHRC
  • Changes to employment tribunal procedure and the orders a tribunal can make.
  • EAT judges to sit alone.

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