0370 270 6000

already registered?

Please sign in with your existing account details.

need to register?

Register to access exclusive content, sign up to receive our updates and personalise your experience on brownejacobson.com.

Privacy statement - Terms and conditions

employment law changes

1 October 2013

Taking effect on 1 October 2013

1. Third party harassment

Formerly an employer would be liable if it failed to act when it knew that an employee was being harassed from the likes of its customers/suppliers etc. From tomorrow, the third party harassment provisions in section 40(2) to 40(4) of the Equality Act 2010 will be repealed. Regardless of this, its important to be aware that third party harassment may still result in liability, as it could provide grounds for a claim of discrimination or lead to resignation (and therefore a claim for constructive dismissal) and so inaction is not advisable.

2. National Minimum Wage increase

An increase applies to the following categories of worker:

  • for those workers aged 21 and over this has increased by 12p an hour to £6.31
  • the development rate for those workers aged between 18 and 20 has increase to £5.03
  • the young worker rate for non-apprentice workers aged under 18 but above school compulsory age has increased to £3.72
  • the apprentice rate has increased to £2.68.

The above rates will also now apply to agricultural workers who have traditionally been entitled to enhanced rates of pay.

3. Shareholders to vote on directors pay

Provisions relating to the disclosure and approval of directors remuneration for quoted companies will be introduced, resulting in:

  • disclosure of directors remuneration and loss of office payments
  • the power for shareholders to approve directors pay
  • a shareholder vote on the companys remuneration policy at least once every three years.

4. Reporting of work related incidents

The new Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 will come into force and make significant changes to simplify the existing reporting requirements relating to work related incidents and accidents. For example:

  • the classification of major injuries to workers is being replaced with a shorter list of specified injuries
  • the existing schedule detailing 47 types of industrial disease is being replaced with eight categories of reportable work-related illness
  • fewer types of dangerous occurrence will require reporting.

In addition, the Health and Safety (First Aid) Regulations 1981 will be amended to remove the requirement for the Health and Safety Executive to approve first-aid training and qualifications.

For further information, or to discuss any of the above, contact Christina Swales on christina.swales@brownejacobson.com, 0115 908 4832.

training and events

2Jun

Continuing professional development for line managers

Our award-winning employment lawyers and HR Consultants will be hosting a programme of six weekly sessions that will have real impact on how you manage and get the best out of your staff.

View event

3Jun

Optimus Education - HR and Employment Law in Education - Webinar This conference is now a changed to a webinar

Exclusive offer for Browne Jacobson clients to join Dai Durbridge at popular Optimus Education HR and Employment Law webinar.

View event

focus on...

Upcoming webinars

In-House Lawyers - 12 June 2020

Join us for our in-house Lawyers webinar, where we focus on practical solutions that you can utilise from home in your agreements and your dealings with business, where we deal with data and digital law and how the effects of covid-19 have changed the legal privilege for in house lawyers.

View

Rising to the challenge, looking forward with optimism

Live panel discussion on how schools and trusts have risen to the coronavirus challenge and navigated the disruption, opportunities for the future and a Q&A session.

View

Legal updates

High Court denies relief from sanctions

In Magee v Willmott Browne Jacobson successfully appealed on behalf of the Defendant a lower court decision to allow the Claimant relief from sanctions to rely upon expert evidence served after the deadline had passed for exchange and not to strike out part of the Claimant’s case which was unsupported by the Claimant’s breach expert and where no case on causation had been pleaded.

View

Upcoming webinars

Protecting University IP and safely utilising building capacity during COVID-19

As Universities look to utilise their labs and bring staff and students back to campus, whilst potentially continuing with at home study and research, what are the key IP issues to consider and associated health and safety aspects?

View

The content on this page is provided for the purposes of general interest and information. It contains only brief summaries of aspects of the subject matter and does not provide comprehensive statements of the law. It does not constitute legal advice and does not provide a substitute for it.

mailing list sign up



Select which mailings you would like to receive from us.

Sign up