Skip to content

Posts from the ‘Employment Law’ Category

The annual increase in Tribunal compensation limits and new rates of benefits…

12/01/2012

Mark Jackson

Industrial Tribunal compensation limits 

The annual increase in Tribunal compensation limits will take effect for dismissals occurring on or after 1 February 2012.  The maximum compensatory award for unfair dismissal will increase from £68,400 to £72,300, and the maximum amount of a week’s pay (for calculating the unfair dismissal basic award and statutory redundancy pay) will increase from £400 to £430 per week.

Statutory maternity, paternity and adoption pay and statutory sick pay

On 9 April 2012, the lower rate of statutory maternity pay, and the rates of statutory adoption, paternity and additional paternity pay, will increase from £128.73 per week to £135.45 per week.  Statutory sick pay will increase from £81.60 to £85.85 per week.

Advertisements

The London 2012 Olympics – your employees may be getting ready, are you?

10/01/2012

Mark Jackson

On your marks, get set, go….

The 2012 Olympics are six months away and employers are encouraged to start planning now for possible disruptions.  Recent surveys indicate that up to one in six of the UK’s employees is planning on pulling a “sickie” to watch the Olympics on television.  That includes employees in Northern Ireland.  What then can employers do now to try to avoid any potential disruption? Read more

The Agency Workers Regulations (NI) 2011 will come into force on 5 December 2011

04/11/2011

Mark Jackson

Further to our post on ‘New rights to be given to agency workers in Northern Ireland’, the Agency Workers Regulations (Northern Ireland) 2011 have now been published and will come into force on 5th December 2011.

Now is the time to consider the regulations and how they might affect your business.  Thompsons Solicitors can provide advice on the Regulations tailored to your particular circumstances.  Please contact us for further information.

New rights to be given to agency workers in Northern Ireland…

23/08/2011

Mark Jackson

The Department for Employment and Learning has confirmed that temporary agency workers in Northern Ireland will be given important new rights under the EU Agency Workers Directive – see link.

The Employment and Learning Minister, Dr Stephen Farry, has indicated the Department will bring the necessary legislation into effect by 5 December 2011.

It is likely the legislation will largely mirror the English equivalent, the Agency Worker Regulations 2010, which come into operation in England and Wales on 1 October 2011.  Those Regulations give temps and agency workers some of the same rights as full-time staff from their first day on the job.  After 12 weeks in the same job, as indicated by the Minister, the new regulations will grant temps the same pay and overtime rates as your permanent employees, as well as paid holiday.

It is estimated that one half of temp assignments are longer than 12 weeks, and the Department’s own website indicates there are some 22,000 temporary agency workers in Northern Ireland.  That means a considerable number of businesses in Northern Ireland will be affected.

So, if you employ temps for more than 12 weeks at a time, are there any steps you can take to prepare before 5 December 2011? Read more

Why just having a social media policy isn’t enough…

11/08/2011

Mark Jackson

In our last post, Social Media and Employment, we commented that if employers are to implement a social media policy then it needs to fit with their business.  We finished off by saying that such a policy needs to be interpreted properly, and that the employer still needs to act reasonably.

We looked at the risks of not having a properly prepared social media policy, and in turn the reasons why employers should have such a policy, in our post Social Media in the workplace – do you have a policy?

However, simply having a policy in place isn’t necessarily going to avoid the risks identified in that post.  Employers must still act reasonably in enforcing a policy.  The case of Stephens -v- Halfords plc earlier this year demonstrates the point (see xPert HR for the summary) – a Facebook page criticising the employer was not held to justify dismissal. Read more