As a reminder, the following employment law reforms came into force this month:
- The qualifying period for bringing a claim for unfair dismissal and requesting a written statement of reasons for dismissal increased from one to two years (effective from 6th April). This change will only apply to employees who commence employment with a new employer from 6th April onwards. Employees whose employment started before 6th April will remain subject to the one year qualifying period. Whether this will lead to a rise in discrimination and whistle-blowing claims remains to be seen.
- Statutory maternity pay, paternity pay, additional paternity pay, adoption pay and maternity allowance increased from £128.73 to £135.45 per week (effective from 1st April).
- Statutory sick pay increased from £81.60 to £85.85 per week (effective from 6th April).
- Unfair dismissal cases will be heard by a judge sitting alone without lay members, unless the judge orders otherwise (effective from 6th April).
- Where witness statements are used, they will stand as evidence in chief and be taken 'as read' at the hearing, unless a judge or tribunal directs otherwise (effective from 6th April).
- The maximum amount of costs an employment tribunal can award increased from £10,000 to £20,000 (effective from 6th April).
- The maximum deposit a tribunal will be able to order a party to pay if their claim has little reasonable prospect of success increased from £500 to £1,000 (effective from 6th April).
- State funded witness expenses are to be withdrawn. Tribunals will have the power to direct parties to bear the expenses of any witness (effective from 6th April).
The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.
