Hall, Mark

A range of employment law changes took effect in the United Kingdom in spring and early summer 2014. This article outlines the main changes introduced and the dates on which they came into force.

The Children and Families Bill [1], expected to become law in the UK shortly, contains provisions that extend the right to request flexible working to all employees. At present, this right applies only to parents and carers in certain circumstances. [1] http://services.parliament.uk/bills/2012-13/childrenandfamilies.html

On 20 January 2014, the High Pay Centre [1] published a research report on pay differential in UK businesses. The report, The high cost of high pay: an analysis of pay inequality within firms (580 KB PDF) [2], argues that workplaces with the biggest differences between the highest and lowest paid employees have higher levels of industrial disputes, increased sickness absence and a higher staff turnover. [1] http://highpaycentre.org/ [2] http://highpaycentre.org/files/High_Cost_of_High_Pay1.pdf

On 4–6 February 2014, a 48-hour strike was held by London Underground staff belonging to the National Union of Rail, Maritime and Transport Workers (RMT [1]) and the Transport Salaried Staffs Association (TSSA [2]), causing extensive travel disruption for people living and working in London. [1] http://www.rmt.org.uk/home/ [2] http://www.tssa.org.uk/

The latest annual CBI/Accenture employment trends survey (343 KB PDF) [1] was published on 17 December 2013 by the Confederation of British Industry (CBI [2]). [1] http://www.cbi.org.uk/media/2521218/cbi_employment_trends_survey_2013.pdf [2] http://www.cbi.org.uk/

So-called ‘zero hours’ employment contracts in the United Kingdom (*UK1308029I* [1]) allow employers to take workers on without guaranteeing any specific amount of work, [1] www.eurofound.europa.eu/ef/observatories/eurwork/articles/industrial-relations-undefined-working-conditions/zero-hours-contracts-in-the-spotlight

A report published on 22 October 2013 by the Trades Union Congress (TUC [1]) makes the case for a stronger voice for workers in corporate governance structures, including ‘a mandatory system for the representation of workers on company boards’. [1] http://www.tuc.org.uk/

In October 2013, a high-profile industrial dispute affected the Grangemouth oil refinery and petrochemicals plant in Scotland, which is owned by the Swiss-based company, Ineos [1]. The site employs 1,370 permanent workers and 2,000 contractors and is of considerable importance to the UK’s energy network. The dispute was notable for its political and energy policy dimensions, as well as the controversial tactics used by both the company and the union involved, Unite [2]. [1] http://www.ineos.com/ [2] http://www.unitetheunion.org/

The first findings of the 2011 UK Workplace Employment Relations Study, published in January 2013, present an authentic picture of employee representation, collective bargaining and consultation arrangements in British workplaces. They also throw an interesting light on the impact of the recession on workplaces, and practices relating to employees and employment relations. This report, which compares the situation with that of the 2004 survey, also explores the impact of recent major policy initiatives.

The two largest UK teachers’ unions – the National Union of Teachers (NUT [1]) and the National Association of Schoolmasters/ Union of Women Teachers (NASUWT [2]) are in dispute with the government over their workload, bureaucracy, pay cuts, changes to their pensions, and job cuts. Beth Farhat, Regional Secretary for the Northern Trade Union Congress, said in a press release [3] on 21 October that [1] http://www.teachers.org.uk/node [2] http://www.nasuwt.org.uk/index.htm [3] http://www.tuc.org.uk/industrial-issues/education-and-schools/lesson-right-and-wrong