July 15, 2010
Employers must be wondering with a new government what changes are around the corner which will affect their workforces and their businesses.
Both the Conservative and Liberal Democrat manifestos promised a “one in, one out” approach to new legislation, with the CBI lobbying for a “sustainable employment test” for any new legislation. However, the Queen’s speech announced very little detail about what would happen next
Already we know that the Equality Act timetable is in question, with few details as to when any future review will take place. Parts of this Act were intended to come into force in October 2010. This is no surprise, as the Conservative Manifesto had expressed significant doubts with parts of the Equality Act.
Similarly, sections of the Vetting and Barring Act have now been shelved. This Act was designed to set up a new system of registration and checking for anyone who wants to work with children or vulnerable adults. The Conservatives have promised to scale back the new requirements to “common sense” levels.
The Default Retirement Age may be removed as part of the government’s pensions review announced on 24th June. This would mean that employers would not be able to lawfully make their employees retire at 65. Both the CBI and the EEF are opposed to this change.
It is also likely that the Agency Workers Directive will be delayed, as David Cameron was strongly opposed to this piece of legislation as it made its’ progress through parliament. If implemented, this legislation will have a profound impact on employment agencies.
Meanwhile, the CBI is lobbying for flexible working to be available to all employees, and for collective redundancy consultation to be reduced from 90 days to 30. Changing times indeed…
Further information can be obtained from the employment law department of Spratt Endicott Solicitors on 01295 204000.
