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The government is actively considering increasing the qualifying period for bringing an unfair dismissal back up from one year to two years service although the timetable for a decision has not yet been announced.
The likely rationale for such a change would appear to be to increase flexibilty in the workforce for employers and, as a result, to encourage employment opportunities. If the change occurs, it is moderately good news for employers offering an extra year in which, for example, they could dismiss for poor performance, minor misconduct or redundancy without the requirement of procedural or substantive fairness – but there may be increased allegations of discrimination (or other claims where no qualifying period is required, such as whistleblowing) by those who would otherwise have lost the right to claim unfair dismissal.
The new guidance is impressive; it’s well written and the examples of solutions and workarounds being used in law firms are invaluable, as it shows disabled people what is possible and practical.
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Ratifying C190 would mean additional obligations for employers to prevent & address harassment & violence in the world of work.
Augustine v Data Cars Ltd the Employment Appeal Tribunal highlights importance of ensuring pay for National Minimum Wage purposes is carefully calculated.
The new Acas guidance is a timely reminder for employers on how to approach effecting contractual changes.
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