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On 6 April 2012, a number of significant changes to employment law come into force . Some of these include: extending the qualifying period for unfair dismissal claims, employment Judges to hear unfair dismissal claims alone, witness statements usually to be taken as read in ET’s, and parties may have to bear witnesses’ expenses.
For those employed after 5 April 2012, the qualifying period of continuous employment is extended to two years before the right not to be unfairly dismissed, and the right to request a written statement of reasons for dismissal, is acquired. The TUC warns the changes will lead to a ‘hire-and-fire culture’ and may affect 2.7 million people, especially the young, women and ethnic minorities. The Department for Business, Innovation and Skills maintain that anti-discrimination rules remain untouched so employees remain protected; they claim the changes will boost jobs and promote growth. The real effect of the changes will be determined by employment tribunal statistics, and as such, remains to be seen.
Judgement has been handed down for the seminal case of Cardtronics UK Ltd and others (Respondents) v Sykes and others (Valuation Officers) (Appellants) [2020] UKSC 21.
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Following an MP debate on 5 November 2019, the government is due to release long-awaited guidance as to how it intends to protect workers in the retail industry against violence, harassment and abuse.
Some commentators had anticipated that persisting retail sector challenges might disrupt more than the make-up of the high street or commercial property negotiations between landlords and tenants.
Mandatory registration under the Drone Safe Drone and Model Aircraft Registration and Education Service starts at 00.00 on 30 November 2019.
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