Welcome to 2014 and to another year of change in employment law and practice. We have summarised below the main developments that are planned for this year.
If you want to know more about what’s in store for 2014,
click here to book a place at our Breakfast Briefing: Employer Essentials for 2014
which is taking place at 8.00am on 29 January 2014 at Piccadilly Plaza, Manchester.
• 31 January 2014:
– Changes to the Transfer of Undertakings (Protection of Employment) Regulations 2006 come into force.
Click here for our previous article about the changes.
• 31 March 2014:
– The government’s “regulation freeze” will be extended so that when new proposals are made, if they would place unnecessary burdens on businesses with less than 50 employees, they will not be introduced until an exemption is granted to the small businesses
or the burdens are mitigated. Currently this approach is limited to micro-businesses with less than 10 employees.
• April 2014:
– All businesses, including charities, will be entitled to receive an employment allowance of £2,000 per year towards their employer national insurance contributions (measure announced by the Chancellor in his 2013 budget).
• 6 April 2014:
– Introduction of pre-claim conciliation through Acas. This will be required before a claim can be filed with an employment tribunal.
– Tribunals will be able to impose financial penalties on losing employers. Also in relation to tribunal proceedings, discrimination questionnaires will be abolished.
– Right to request flexible working will be extended to all employees with 26 weeks’ service.
– New rates for statutory maternity, paternity, adoption and sick pay till take effect.
– Although usually changed on 1st February each year, any changes to the caps which apply to employment tribunal awards (such as weekly gross pay and the compensatory award) and other amounts payable under employment legislation (such as redundancy payments)
will take effect on 6 April 2014, to streamline with other statutory rate changes.
– Introduction of the health and work assessment and advisory service, which will provide an assessment by an occupational health professional (funded by the government) of employees off sick for four weeks or more. It is also expected to assist employers
with case management for employees with complex needs so as to facilitate their return to work.
– Expected abolition of statutory sick pay record-keeping. Employers will instead be given discretion to use a system which suits them.
• Expected in 2014:
– Regulations to give employment tribunals the power to order an employer found guilty of gender discrimination in respect of pay matters to carry out an equal pay audit.
For more information about any of the above or for practical commercial advice on this or any other aspect of employment law, please contact
Nigel Crebbin of the Berg Employment Team on 0161 833 9211 or email him at
Follow us at Twitter @Berg_HR
(The information and opinions contained in this article are not intended to be comprehensive, nor to provide legal advice. No responsibility for its accuracy or correctness is assumed by Berg or any of its partners or employees. Professional legal advice should
be obtained before taking, or refraining from taking, any action as a result of this article.)