Opportunities and challenges - employment and HR

“Once they enter the workplace, the British are among the worse idlers in the world … we work among the lowest hours, we retire early and our productivity is poor.”

Britannia Unchained 2012

Overview

Change to strike rulesZero hours contractsGender gap pay disclosureExtremism billCap on public sector pay outsHuman Rights ActEU membership

Restructures

Trade Unions Bill

Strikes only permitted where 50%+ of workforce have voted– education (and health, fire & transport) require

support of 40% of those entitled to take part in strike ballot & majority of those who vote

Time limit on historical ballotsMeasures to tackle intimidation of non striking members No restrictions on employing agency staff to cover

strikes.

Zero hours

700,000 employees on zero-hours contractsUp to 125,000 contain exclusivity clauses

No pledge to address zero-hours contracts generally

Exclusivity clauses to be abolished

Equal pay disclosure

Organisations with 250+ employees will be required to publish difference in male/female pay

Extremism bill

Employment checks will enable employer to check if the employee is ‘an extremist’ and bar them for working with children.

Cap on public sector pay outs

Redundancy payments will be capped at £95,000.

Human Rights Act

EU membership

In/Out referendum by 2017

How an ‘Out’ vote would impact UK employment law is unclear, but EU Law has given us:– Working Time Regs 1998, Equality Act 2010, Agency

Workers Regs 2010, Part Time Employees Regs 2000, Fixed Term Employees Regs 2002, TUPE 2006, maternity leave rights, parental leave rights, equal pay…

Restructures

Restructures

Potential pitfalls

• timing – teacher notice periods

• pension strain – model your finances

• voluntary redundancy.

A possible support?

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Approach

www.education-advisors.com