Employment developments: looking ahead to 2013
Employment lawyers and HR professionals expect 2013 to be a busy year. A raft of new legislation, scheduled for implementation next year, will require employers to revise their day-to-day employment practices. In addition, milestone developments in the employment tribunals will change the way parties approach employment disputes. Below is a brief summary of the main developments envisaged to come into force in 2013:
- Corporate reporting and executives’ pay: For financial years ending on or after 1 October 2013, companies must include specific information on executives’ pay, in relation to which shareholders will have enhanced voting rights. Additional information will also have to be given on human rights and gender issues.
- Employment dispute resolution: From the summer of 2013, for the first time, employees will have to pay fees to bring claims in the employment tribunal. In addition, parties will have to participate in pre-claim conciliation efforts. And, losing employers could be ordered to pay an additional penalty for aggravated breaches of employment rights.
- Employment status, equality rights and business reorganisation issues: The Government hopes to introduce a new employee ownership regime from April 2013. By March 2013, the period of unpaid parental leave employees may take increases to four months. And, it is hoped that the long-awaited revisions of the law on the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) and collective redundancies will come into force next year…
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