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Watson, Farley & Williams and Michael Page - Employment Law breakfast seminar
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Employment Law at WFW
The employment and immigration team at WFW provide extremely responsive, practical and commercial advice tailoring our approach to our clients requirements. We achieve this by taking the time to understand our clients businesses and cultural environments. Our employment and immigration team delivers a proactive commercially driven service.
We are able to provide advice across the full spectrum of employment law from day-to-day queries to strategic business issues. We can support you in these areas and in relation to ancillary pensions and business immigration related matters.
Some specific areas of expertise include:
> terms of employment (including staff handbooks/policies) and consultancy agreements> share based incentive schemes and bonus schemes> business and service transfers and TUPE, including providing suites of template documentation for
TUPE transfer and collective redundancy consultations> establishment of consultative groups and advice in relation to European Works Councils> restrictive covenants, the protection of confidential information and intellectual> property> termination of employment, including settlement agreements> disciplinary and grievance issues and workplace disputes> alternative dispute resolution, including mediation> all aspects of employment and immigration compliance, including mock UK Border Agency audits> assistance with all aspects of the Tier 2 sponsorship regime
Training
The WFW Employment Group provides a comprehensive range of employment law training. All of our training services are provided by specialist solicitors who have a real interest in and passion for employment law.
Our training programmes are always tailored to meet the needs of the audience. As a result, they vary in complexity from an introduction to employment law for managers to more specialist interactive workshops for HR specialists and legal professionals.
In addition to training on existing law, our team is engaged in the industry and uses this knowledge to provide guidance on future employment law developments which is beneficial for organisations when developing and adapting their employment policies and procedures.
Asha KumarPartnerLondonakumar@wfw.com
Asha joined Watson, Farley & Williams in 2000 and is a Partner within the Employment team. Her practice includes a broad range of contentious and non-contentious employment matters including drafting employment agreements, business and service transfers, collective redundancies and restructuring advice and defending employment litigation in cases concerning unfair dismissal, discrimination and whistleblowing, for example. She also acts for senior executives, usually upon joining or leaving employment. Ashas client-base spans a range of industries including energy/resources, finance, telecoms and media. She is a regular speaker on employment law matters for clients as well as for other organisations including the Chartered Institute of Personnel and Development.
Anna RobinsonSenior AssociateLondonarobinson@wfw.com
Anna Robinson is a solicitor in the Employment Team. Annas practice includes a broad range of contentious and non-contentious matters. She regularly prepares policies and procedures, advises in relation to disciplinary/grievance procedures, manages tribunal claims and assists in connection with matters of a contractual nature. In addition, Anna has extensive immigration expertise, particularly in relation to the Points-Based System, and has acted on behalf of individuals in relation to immigration proceedings in the Asylum and Immigration Tribunal and the Court of Appeal. Anna also regularly conducts mock UKBA audits at client sites.
Watson, Farley & Williams Watson, Farley & Williams and Michael Page - Employment Law Seminar
Speaker profilesLondon
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RecentandFutureDevelopmentsinEmploymentLaw
ByAshaKumar21November2013
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Introduction
> InApril2011,theGovernmentlauncheditsRedTapeChallenge,whichhadtheobjectofidentifyingwhichexistingregulationscouldbescrapped,merged,simplifiedorimproved
> InOctober2011thespotlightturnedtoemploymentlaw
> 2013startedwithaflurryofconsultations,whichresultedinmanyamendmentsandnewemploymentlawprovisionsbeingintroduced
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Presentations
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EnterpriseandRegulatoryReformAct
> TheActprovidesfor:
limitingunfairdismissalcompensatoryawardstothelowerofoneyearsgrossearnings(excludingpensioncontributions,benefitsinkindordiscretionarybonuses)orthemaximumcapcurrently74,200(from29July2013)
amandatoryperiodofAcasconciliationbeforeinstitutingtribunalproceedings(from6April2014)
apowerforatribunaltoimposeapenaltyonemployersof50%ofanyfinancialaward,subjecttoaminimumof100andmaximumof5,000,wherethereareaggravatingfeatures(expectedtocomeintoforceon25April2014)
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EnterpriseandRegulatoryReformAct
removalofemployerliabilityforthirdpartyharassmentofemployees(aswassetoutintheEqualityAct2010)(fromOctober2013)
compromiseagreementshavebeenrenamedsettlementagreements(from29July2013)
preterminationnegotiationswithanemployeecannotbetakenintoaccountinunfairdismissalproceedings(from29July2013)
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PreTerminationNegotiations&SettlementAgreements(1)
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> Offerstoendtheemploymentrelationshiponagreedterms(underasettlementagreement)cannowbemadeonaconfidentialbasisandgenerally,areinadmissibleasevidenceinunfairdismissalclaims
> Thisprotectionappliesevenwherethereisnocurrentemploymentdisputeorwhereoneormorepartiesisunawarethatthereisaproblem
> Therearesomesignificantexceptionsinthatitdoesnotapplytoclaimsforautomaticallyunfairdismissal,discriminationandbreachofcontract
> Inadditionwheretherehasbeenanyimproperbehaviourthetribunalcandecidetoadmittheevidencerelatedtothepreterminationnegotiations
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PreTerminationNegotiations&SettlementAgreements(2)
> Acas hasnowpublishedanewCodeofPracticeonSettlementAgreements
> TheCodeconfirmsthat:
eitherpartymayproposesettlement employersneednothavefollowedanyparticularprocedurepriortoofferingsettlement
ifasettlementofferisrejected,theemployermustgothroughafairprocessbeforeadismissal
negotiationsonawithoutprejudicebasiscanstillbeused
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EmploymentTribunalChanges Fees
> From29July2013,feeshavebeenintroducedforclaimsintheEmploymentTribunal
> Feesarenowchargedintwostages,thefirstattheissueoftheclaim,andthesecondpriortothehearing thoseonlowincomesmaybeexcusedpaymentiftheygetfullorpartialremission
> Level1claimsareclaimsfordefinedsums,suchasunauthoriseddeductionsfromwagesandredundancypayments suchclaimswouldattractafeeof160whentheclaimisissuedandafurther230atthehearingstage
> Level2claimsarethoseinvolvingmorecomplexissues,includingunfairdismissalanddiscrimination
> Level2claimsattractanissuefeeof250andahearingfeeof9507
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ChangestoTUPE
> TheaimofTUPEistoprotectemployeesshouldthebusinessinwhichtheyworkchangehands
> However,thereisnodoubtthatitaddssubstantialcomplicationstoabusinesssale
> TheGovernmentcarriedoutaconsultationonchangestoTUPEwithaviewtolighteningtheburdenonemployers
> TheproposalwasthattheServiceProvisionChange(SPC) provisionswouldbeabolished
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> DuringconsultationitbecameapparentthattheabolitionoftheSPCprovisionswasnotpopular
> TheGovernmentthenstatedthatithaddecidednottoscraptheSPCrules
> Instead,theprovisionswillbeamendedsothattheactivitiescarriedonafterthechangeinserviceprovisionmustbefundamentallyoressentiallythesameasthosecarriedonbefore
ServiceProvisionChange
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TUPEchanges PostTerminationHarmonisation
> ThecurrentTUPEregimeexpresslyprecludestheharmonisationofemploymentcontractsposttransfer
> Thispreventsthestandardisationoftermsasbetweentransferringandexistingemployees
> UnderthenewprovisionscontractualchangeswillbepermittedprovidingthetransferisnotthesoleorprincipalreasonforthemandthechangesarebaseduponanETOreason
> Unilateralvariationstocontractsarelikelytobepermissiblewhereacontractualtermallowingthisexists,forexampleamobilityclause
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TUPEChanges EmployeeInformation/Timetable
> Thedeadlinebywhichemployeeliabilityinformationhastobeprovidedtothetransfereewillbeextendedfrom14daysto28daysbeforethetransfer
> Theexistingdefencewherethefixedtimeperiodisnotreasonablypracticableinthecircumstanceswillalsocontinuetoapply
> TheGovernmentintendstolaythenewRegulationsbeforeParliamentinDecember2013
> Therewillbetransitionalandsavingprovisionstoallowemployersaleadinperiodtoplanfuturetransfersinlinewiththenewrules
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Whistleblowing
> Therehasbeenagrowingfocusontheprotectionaffordedtowhistleblowers
> Thisattentionhasemergedbecauseofscandals,suchasthatinthehealthservicewhereasystemtoencourageandprotectwhistleblowers couldhavemitigatedtheproblems
> Thedefinitionofqualifyingdisclosureinwhistleblowinglegislationwasrestrictedtodisclosuresinthepublicinterest workersarenolongerabletoblowthewhistleaboutbreachesoftheirownemploymentcontractsunlesstheycandemonstrateapublicinterestobjective
> Protecteddisclosuresnolongerhavetobeingoodfaith(i.e.madewithapredominantlyhonestmotive)
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FlexibleWorking Spring2014
> TheChildrenandFamiliesBillwillextendflexibleworkingrightstoallemployeeswith26weeksserviceratherthanjusttothoseemployeeswhoqualifyasparentsorcarers
> Inaddition,employerswillnothavetofollowthecurrentstatutoryflexibleworkingprocedure,butinsteadmustconsiderallrequestsreasonably
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Spring2014:SicknessAbsence
> TheGovernmentistointroduceahealthandworkassessmentandadvisoryservice
> Itwillprovideastatefundedassessmentbyoccupationalhealthprofessionalsforemployeeswhoareoffsickforfourweeksormore
> Itwillalsoprovideacasemanagementserviceforemployeeswithcomplexneedswhorequireongoingsupporttoenablethemtoreturntowork
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DiscriminationQuestionnaires
> TheGovernmenthasconfirmedthattheabolitionofstatutorydiscriminationquestionnaireswouldcomeintoforceon6April2014
> Inanapparentconcessiontothoseconcernedabouttheabolition,theGovernmentisnowplanningtosetoutanonlegislativeapproachwhichwillbecontainedinfutureACASguidance
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SharedParentalLeave Probably2015
> Thecurrententitlementtomaternityleave(52weeks)andpay(39weeks)willremainthedefaultposition
> Underthenewsystemqualifyingparentscanopttosharebetweenthemupto50weeksofleaveand37weeksofpay
> Therighttotwoweeksordinarypaternityleavewillberetained,althoughadditionalpaternityleaveandpaywillbeabolished
> Righttounpaidtimeoffforantenatalappointments
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IncreaseinStatutoryLimits
UnfairDismissal> Themaximumlimitonaweekspayincreasedfrom430to450 andthemaximumcompensatoryawardincreasedfrom72,300to74,200fordismissalstakingeffectonorafter1February2013
StatutoryPaymentRatesfromApril2013> Statutorymaternity,paternityandadoptionpaywillincreasefrom135.45to136.78
> Theweeklyearningsthresholdforthesepaymentswillrisefrom107to109
> Statutorysickpayincreasedfrom85.85to86.70,withtheweeklyearningsthresholdalsorisingfrom107to109
> Maternityallowancewillincreasefrom135.45to136.78,withtheearningsthresholdremainingat30
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DosandDontsintheRecruitmentProcess
PresentedbyAnnaRobinson
21st November2013
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Introduction
> Employmentlawappliestoapplicantsandintervieweesaswellasemployeesofacompany
> Apotentialriskofnotcarryingoutrecruitmentcorrectlyisthatanapplicantmaybringacostly,reputationallydamagingandtimeconsumingtribunalclaim
> Todaywewillprovideanoverviewofthedosanddontsateachmainstageoftherecruitmentprocess
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> TheEqualityAct2010outlawsdiscriminationandharassmentinrelationto9protectedcharacteristics
Age Disability Genderreassignment Marriageandcivilpartnership Pregnancyandmaternity Race Religionorbelief Sex Sexualorientation
Overviewofdiscriminationlegislation
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Discriminationinrecruitment
Whenisdiscriminationinrecruitmentunlawful?1. Inthearrangementsthataremadefordecidingwhoshallbeofferedemployment2. Inthetermsonwhichemploymentisoffered3. Inanydecisiontorefusesomeoneajob
Whocanbeliablefordiscrimination?1. Theemployer(vicariousliability)2. Individuals(e.g.interviewers)3. Recruitmentagents
Whatifanapplicantbringsaclaim?> Noqualifyingperiodofservice> Nocaponcompensationaward recordis>4million!
> Eachpartypaysitsownfees
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Advertisements(1)
> Advertisementincludeseveryformofadvertisementornotice,whethertothepublicornot,includingadvertsoninternalnoticeboardsorthosesenttoemploymentagencies
> Employersshouldremoveblanketexclusionswhichdonottakeintoaccountindividualcircumstances
> Beawareoftraditionaldescriptionsandpotentiallyloadedlanguagee.g.mature,experienced,fresh,dynamicoringoodhealth McCoyvJamesMcGregorandSonsLtd advertforyouthfulenthusiasm
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Advertisements(2)
DONT
> Includeanimpliedorexpressdeterrentthatwouldleadsomeonewithaprotectedcharacteristictonotapplyforthejob
> Employersmustnotsuggesttorecruitmentagenciesthatcertaingroupsshouldbepreferred
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DO
> Ensurethejobcriteriaintheadvertaregenuinelyrequiredandthattheadvertaccuratelydescribesthejob
> Showwillingtomakereasonableadjustmentssothatitispossibleforallpeopletoapply
> Ensurewordingdoesnotpotentiallyamounttodirectorindirectdiscrimination
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MethodofRecruitment
> Somerecruitmentmethodsmayunjustifiablyexcludeorreduceapplicationsfrompeoplewithaparticularcharacteristic,forexample:
Advertisingbywordofmouthinawhite/maledominatedworkforce
Recruitingonlyviatheinternet
Advertisinginparticularpublications
LockevLancashireCountyCouncil
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Applicationform(1)
> Informationrequestedshouldbelimitedto: factualinformationrelatingtotheposition
informationnecessarytodecideonthebestcandidateandsiftoutunsuitablecandidates
> WhereanemployerusesanapplicationformtotestanapplicantsabilitiesorstandardofEnglish,thiscanleadtoindirectdiscriminationifthisisnotrequiredfortherole Isaandanor vBLcars
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Applicationform(2)
WhencanEmployersaskaboutadisability?PreemploymentHealthQuestionnaires
> GeneralRule employermustnotaskaboutanapplicantshealthuntiltheemployerhas: decidedtoofferemploymenttotheapplicant;or enteredtheapplicantintoapoolofsuccessfulcandidatetobeofferedajobwhenonebecomesavailable
> Exceptions: establishingwhetherthereisadutytomakereasonableadjustmentsinconnectionwithanyassessments
establishingwhethertheapplicantwillbeabletocarryoutafunctionintrinsictothework
forequalopportunitiesmonitoring supportingpositiveaction occupationalrequirements
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Applicationform(3)
Reasonableadjustments> Anemployeronlyneedstomakereasonableadjustmentstotheapplicationform(andtotheinterview/selectionprocess)oncetheyknow,orcouldreasonablybeexpectedtoknow,thatadisabledpersonisormaybeapplyingforthejob Forexample:OldhamvTheLeonardCheshireFoundation
> Employerscanbediscriminatoryiftheyexcludeadisabledapplicantonthebasisofahealthquestionnaire/examinationfirstwithouttakingintoaccount: theapplicantsabilitytodothejob whetherthereisanyreasonableadjustmentthatneedstobemade
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Shortlisting> Usemorethanonepersoninthepanel> Agreeamarkingsystembeforehandandapplyitconsistently
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Applicationform(4)
DONT
> Askunnecessaryquestionsthatdonotrelatetotheposition,unlesstheyaimtoassistadisabledcandidateorformpartofequalopportunitiesmonitoring
> Askforphotos.Iftheyareprovidedvoluntarily,ensuretheyarenotseenbytheintervieworselectionpanel
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DO
> Considerhowtomaketheapplicationformaccessibletoall,includingthosewithdisabilities
> Considerusingastandardisedprocesstomakeobjectiveassessmentsofapplicants
> Reviewapplicationformsperiodicallyaspartofyourequalopportunitiesreview
> Shortlistapplicantsusingapanel,withpreagreedmarkingcriteria
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TheInterview(1)
> Thearrangementsforinterviewsandassessmentcentresmustnotputcandidatesatadisadvantage
> Employersmustmakereasonableadjustmentsifinformedofadisability Gailey vHaes systemsLtd
> Objectivequestionsmustbeusedwhichdonotgobeyondthejobrequirementsorrelatetoprotectedcharacteristics Corushotelsplc vWoodwardandanother
> NoteswrittenbyhandorsentbyemailmaybepresentedattribunalsorprovidedtoapplicantsifrequestedundertheDataProtectionAct
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TheInterview(2)
DO
> Ensurequestionsareobjective> Agreeonamarkingsystembeforehand
> Ensurethereismorethan1interviewerandthattheymarkseparately
> Askcandidatesiftheyneedanyreasonableadjustments
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DONT
> Askpersonalquestionsorquestionsnotstrictlyrelatedtothejobrequirements
> Takenotesduringoraftertheinterviewthatyouwouldnotwishthecandidatetosee
> Betemptedtomakecommentsorassumptionsaboutaperson
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Selection(1)
> Selectcandidatesagainstclear,relevantandobjectivecriteria
> Anemployermayneedtojustifywhyacandidatewithbetterqualificationsorexperienceisnotselected
> LyonsvTheLeedsTeachingHospitalsNHSTrust Theapplicantwasrejectedforbeingoverexperienced
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> Whatmayseemreasonablegroundsforrejectingacandidatemayindirectlydiscriminate E.g.iftheemployerfelttheapplicantwasnotagoodcommunicator
> Avoidselectionbasedonagutfeeling MacDonaldvBarclaysBank
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Selection(2)
DO
> Ensureselectioncriteriaaregenuinelyobjective
> Ensureyoucanobjectivelyjustifyyourfinalselection
> Useofpersonalitytraitsshouldbelimitedtoleadershipandmotivation,ratherthangutfeelingsorfittingin
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DONT
> Consideracandidatesfitoverandabovetheirabilitytodothejob
> Makeassumptionsaboutcandidates
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Conclusion
> Recruitmentisatrickyareawhichcaneasilyandinadvertentlybreachdiscriminationlegislation
> Employersshouldactfairlyandconsistentlyateachstage
> Disparityoftreatmentisonlylikelytoleadtodiscriminationclaims
> Advertisementsshouldsetoutthegenuinerequirementsfortherole,andapplicationsandinterviewsshouldonlyrequestfactualinformationrelatedtotherole
> Employersshouldclearlydocumenteachstageofrecruitmentandfocusonensuringeveryoneinvolvediswelltrained
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AllreferencestoWatson,Farley&WilliamsandthefirminthispresentationmeanWatson,Farley&WilliamsLLPand/oritsaffiliatedundertakings.AnyreferencetoapartnermeansamemberofWatson,Farley&WilliamsLLP,oramemberorpartnerinanaffiliatedundertaking,oranemployeeorconsultantwithequivalentstandingandqualification.Thispresentationconstitutesattorneyadvertising.
Watson,Farley&Williams2013
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Watson, Farley & Williams Watson, Farley & Williams and Michael Page - Employment Law Seminar
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Watson, Farley & Williams Watson, Farley & Williams and Michael Page - Employment Law Seminar
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