While employers remain optimistic about being able to increase employment (at least in the short term), there’s little sign of any wage growth for the next 12 months. And this isn’t likely to change in the medium to long term with the CIPD predicting that pay will remain stuck in the slow lane until at least the end of this decade – what it calls the ‘jobs-rich, pay-poor’ economy.
New rules to improve the lot of Sunday workers are contained in the Enterprise Act 2016. They amend the current ‘opting in’ and ‘out’ provisions so that the amount of notice workers engaged in larger shops have to give their employer if they want to opt out from Sunday working is reduced to one month. It also provides more opportunity for objection to working additional hours on a Sunday.
A company director has been jailed for six years for gross negligence manslaughter after two of his employees fell from a roof they were repairing: one of them died and the other was seriously injured.
A tribunal has held that in calculating the amount of holiday pay that an employer pays to its workers, it has to include payments for voluntary overtime, voluntary standby and voluntary call out payments, providing that work has been undertaken with sufficient regularity to have become part of the worker’s normal pay.
The Trade Union Act received Royal Assent on 4 May 2016 and is expected to be brought in force in during the summer, with implementing regulations being made over the following few months. The headline changes are well known: tougher thresholds for ballots, particularly for important public services, a time limit on a ballot's mandate for industrial action, and a doubling of the notice of action that employers must receive (to 14 days). The Act will also introduce more detailed rules on voting papers, picketing and various union rules. So what are the likely ramifications for HR practices in the UK?
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