Skip to Main content

Search results for ''...


Sorry, there were no results

Get In Touch

By submitting an enquiry through 'get in touch' your data will only be used to contact you regarding your enquiry. If you would like to receive newsletters from Thomson Snell & Passmore please use the separate form below.

Newsletter Sign Up

General Private Client UpdatesGeneral Commercial UpdatesConstruction UpdatesCourt of Protection UpdatesAgriculture & Rural Affairs UpdatesCommercial Property UpdatesEmployment UpdatesDispute Resolution UpdatesCorporate & Commercial UpdatesCharities & Not for Profit UpdatesFood & Drink UpdatesEducation UpdatesTransport & Logistics UpdatesFamily Business & Owner Managed Businesses Updates

I agree to be ‘opted in’ to receive Thomson Snell & Passmore newsletters, event invitations and other publications that are related to the subject matter of this event or my industry sector. I understand that this means they will send me these communications by email

I agree

If you want to update what types of information you want to receive from us, or if you wish to stop receiving these communications, you can do so ay any time using the following link: or emailing us at .

We respect your privacy, information you submit to us will be treated in accordance with our & .

Get In Touch

By submitting an enquiry through 'get in touch' your data will only be used to contact you regarding your enquiry. If you would like to receive newsletters from Thomson Snell & Passmore please use the separate form below.

Newsletter Sign Up

General Private Client UpdatesGeneral Commercial UpdatesConstruction UpdatesCourt of Protection UpdatesAgriculture & Rural Affairs UpdatesCommercial Property UpdatesEmployment UpdatesDispute Resolution UpdatesCorporate & Commercial UpdatesCharities & Not for Profit UpdatesFood & Drink UpdatesEducation UpdatesTransport & Logistics UpdatesFamily Business & Owner Managed Businesses Updates

I agree to be ‘opted in’ to receive Thomson Snell & Passmore newsletters, event invitations and other publications that are related to the subject matter of this event or my industry sector. I understand that this means they will send me these communications by email

I agree

If you want to update what types of information you want to receive from us, or if you wish to stop receiving these communications, you can do so ay any time using the following link: or emailing us at .

We respect your privacy, information you submit to us will be treated in accordance with our & .

  • Overview

    By Nick Hobden, Partner in Employment. Article first published in Real Business July 2013.

    What are the three main changes to employment law that business owners need to be aware of?

    This week sees the Coalition government’s enthusiastic introduction of three significant legislative changes to employment law rights and the employment tribunal system:

    1. Settlement discussions

    From July 29, most offers made by employers or discussions initiated by employers, with a view to terminating an employees employment will be banned from being referred to by employees in employment tribunal claims for unfair dismissal.

    Previously, these conversations could only be off the record (without prejudice), if there was a genuine dispute between an employee and their employers, which might lead to employment litigation.

    While some employers have been waiting for this opportunity to opt out of their internal dispute procedures, to rid themselves of troublesome employees. This just adds to the uncertainty about the stability of employment, after the spectre of redundancies over the last few years.

    2. Unfair dismissal awards

    From the same date, compensatory unfair dismissal awards (for loss of earnings) are to be capped at the lower of either 12 months pay or £74,200 (the current capped limit).

    While the government is keen to point out that it is addressing a perceived problem of escalating awards in favour of employees by providing more certainty for employers and employees over the maximum compensation that can be awarded in favour of employees.

    The government’s own statistics (Department for Business) show that less than a quarter of employee claims are successful. More claims are resolved by ACAS conciliation, withdrawn or are unsuccessful.

    3. Tribunal fees

    It will now cost an employee £1,200 to get their claim of unfair dismissal or discrimination processed by and heard at an employment tribunal.

    The smaller fee of £250 is to start the claim, followed by the larger £950 to secure a tribunal hearing will add to the employees’ costs to try to obtain redress. This is unless they are unemployed or have insurance cover or funding from their union.

    If they win, there is a fair chance that their former employers will have to refund the fees incurred. The general public will now pay for some of the tribunal costs, but this is already subject to judicial review challenge, because of concerns about inhibiting access to justice.  

  • Related Services

    Employment

    We act for businesses of all shapes and sizes and in many different sectors. Our advice covers all aspects of the employment relationship, helping to settle disputes, defending employment tribunal claims and providing immigration compliance audits.

Get In Touch

By submitting an enquiry through 'get in touch' your data will only be used to contact you regarding your enquiry. If you would like to receive newsletters from Thomson Snell & Passmore please use the separate form below.

Newsletter Sign Up

General Private Client UpdatesGeneral Commercial UpdatesConstruction UpdatesCourt of Protection UpdatesAgriculture & Rural Affairs UpdatesCommercial Property UpdatesEmployment UpdatesDispute Resolution UpdatesCorporate & Commercial UpdatesCharities & Not for Profit UpdatesFood & Drink UpdatesEducation UpdatesTransport & Logistics UpdatesFamily Business & Owner Managed Businesses Updates

I agree to be ‘opted in’ to receive Thomson Snell & Passmore newsletters, event invitations and other publications that are related to the subject matter of this event or my industry sector. I understand that this means they will send me these communications by email

I agree

If you want to update what types of information you want to receive from us, or if you wish to stop receiving these communications, you can do so ay any time using the following link: or emailing us at .

We respect your privacy, information you submit to us will be treated in accordance with our & .

^
Jargon Buster