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ARTICLE · 07 FEBRUARY 2012

What's Left For 2012? Employment Law Update

Boyes Turner
Boyes Turner
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Boyes Turner

Boyes Turner

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In the last of our articles looking ahead at employment law in 2012, we focus on some of the employment changes which are still in the pipeline or under consultation; however, at this stage we have no concrete implementation dates.

United KingdomEmployment and HR
Emma O'Connor
Emma O'Connor

COLLECTIVE REDUNDANCY AND TUPE

Changes to both collective redundancy and TUPE could be on the horizon following BIS's call for evidence.

The government is particularly keen to review the 90-day consultation period for collective redundancy to see whether employers consider the period too long and prohibitive. Plans could be to reduce the consultation period to 60, 45 or even 30 days.

The government is also seeking views on the overlap between collective redundancy and TUPE. With regards to TUPE, the government is considering whether the UK's interpretation of the EU's Acquired Rights Directive is 'over bureaucratic' and 'gold plated' and should be scaled back.

The closing date for answers is 31 January 2012.

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