Hall, Mark

Modest increases in national minimum wage (NMW) rates came into force on 1 October 2013 (*UK1304019I* [1]). These are: [1] www.eurofound.europa.eu/ef/observatories/eurwork/articles/working-conditions-undefined/government-gives-the-nod-to-minimum-wage-increase

The absence of any general legal regulation of working time in the UK, together with employers’ freedom in contract formation, provides the context for a variety of forms of flexible working hours. A long-running political debate in the UK has focused on the use of so-called zero hours contracts. This type of contract allows an employer to keep staff on standby and offer no guaranteed work or predictable levels of pay (*UK1306049I* [1]). Discussions have been ongoing about the extent and effects of zero hours contracts. During August 2013, a series of high profile developments meant that the issue continued to generate media headlines. [1] www.eurofound.europa.eu/ef/observatories/eurwork/articles/working-conditions-undefined/unions-welcome-government-review-of-zero-hours-contracts

New fees for pursuing cases through employment tribunals and the Employment Appeal Tribunal (EAT [1]) came into effect on 29 July 2013. Previously, it had been free of charge to bring a claim. [1] http://www.employmentappeals.gov.uk/

In the UK, the statutory obligation for employers to consult employee representatives about the impact of collective redundancies is triggered ‘where an employer is proposing to dismiss as redundant 20 or more employees at one establishment within a period of 90 days or less’, as set out in section 188 of the Trade Union and Labour Relations (Consolidation) Act 1992, as amended [1]. [1] http://www.legislation.gov.uk/ukpga/1992/52/section/188

In June 2013, Business Secretary Vince Cable told /The Independent/ newspaper that the Department for Business, Innovation and Skills (BIS [1]) was conducting a review of the use of ‘zero-hours’ employment contracts. BIS officials will review how zero-hours contracts work, and investigate whether they tend to lead to abuse by employers. Vince Cable said ‘There has been anecdotal evidence of abuse by certain employers, including in the public sector … . Whilst it’s important our workforce remains flexible, it is equally important that it is treated fairly.’ [1] https://www.gov.uk/government/organisations/department-for-business-innovation-skills

On 28 May 2013, postal workers belonging to the Communication Workers’ Union (CWU [1]) took part in a fifth round of one-day strike action to protest Post Office closure and franchising plans, and related pay issues. [1] http://www.cwu.org/index.php

On 5 June 2013, EDF Energy [1] signed two industrial relations agreements with trade unions and the main contractor for the construction of the planned new UK nuclear power station at Hinkley Point C in Somerset. [1] http://www.edfenergy.com

In spring 2013, a series of key unemployment law reforms introduced in the United Kingdom changed parental leave and pay, redundancy consultation periods and employment tribunal regulations. A new type of employment contract has also been created.

On 15 April 2013, the Department of Business, Innovation and Skills announced that ministers had approved below-inflation increases in the national minimum wage (NMW) of 1.9% for adults aged 21 and above, and 1.0% for younger workers and apprentices. The increases will take effect in October 2013 and will bring the adult rate to GBP 6.31 (€7.41 as at 24 April 2013).

In March 2013, the Chartered Institute of Personnel and Development (CIPD [1]), the professional body for UK human resource practitioners, published a report exploring the factors affecting the growth in employment of migrant workers from both within and outside the EU. The report, The state of migration: Employing migrant workers (3.2Mb PDF) [2], is based on a survey of 1,000 employers and 16 case studies. This article focuses on its key findings and policy recommendations. [1] http://www.cipd.co.uk/ [2] http://www.cipd.co.uk/binaries/6057%20Migration%20WEB.PDF