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The change in Government left auto enrolment and NEST hanging in the balance. Following the publication of an independent review earlier this week, it appears that it is full steam ahead with auto enrolment and NEST.
The good news is that a 3 month waiting period has been introduced before the auto enrolment requirement kicks in, and some of the thresholds have been increased (the earnings threshold at which an individual is auto enrolled has been increased to match the income tax personal allowance; the threshold for pension contributions to become payable matches the National Insurance primary threshold).
However the not so good news for smaller employers is that the requirements apply to all employers irrespective of size.
It still seems that many of the principles which caused concern for employers in terms of costs and administrative burden remain.
In Sethi v Elements Personnel Services Limited, the Employment Tribunal has considered the implications of dress codes on men.
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For the first time, the Office for National Statistics (“ONS”) has analysed pay gaps between disabled and non-disabled employees in the UK using newly reweighted earnings data from the Annual Population Survey.
An Employment Tribunal has considered the definition of “employee” under the Transfer of Undertakings (Protection of Employment) Regulations 2006 and concluded that this definition is wide enough to cover those who would be more usually described within the UK as workers.
The decision of the Supreme Court extends the scope of whistle-blower protection and is a wider approach than that taken in direct discrimination claims.
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