The first changes include a simplification of the procedures and costs of deciding tribunal cases, which will come into force on 25 June 2013.
Also from June, the two-year qualifying period for unfair dismissal claims will no longer apply where the reason for the dismissal is the employee's political opinions or affiliation. There will also be a repeal of a section of the Equality Act 2010, which makes an employer liable where an individual is harassed by a third party.
Some of the changes that will apply as from next year, are expected to include the ability of Unfair Dismissals tribunals to be able to take into account discussions between an employer and an employee or an offer made prior to the termination of employment with the aim of ending the contract
on agreed terms.
Compromise agreements will be renamed "settlement agreements" to encourage parties to settle employment disputes, and a code of practice will be introduced, setting out the principles for using settlement agreements.
The new Act underlines the fact that employment legislation is a constantly changing arena and it can be difficult for employers to keep up to date. If you would like to discuss how HJS People can help, please contact us for further information.
