in response to changing market conditions and look to balance the interests between employees who are being made redundant against those that are remaining.
If you have colleagues in HR who may have been involved, or indeed have yet have to find themselves in large scale redundancy consultations but who have opinions on the three main areas being consulted upon, please take the time to complete the BIS survey (closes 19 September).
‘COMPENSATED NO FAULT DISMISSAL’ PROPOSAL WILL NOT BE TAKEN FORWARD
17 September 2012
The government’s response to this call for evidence shows that overall the material presented by stakeholders reflects more potential detriments and risks than benefits from the implementation of compensated no fault dismissal
Based on the evidence presented by business the government will not be taking forward the proposal.
In April 2012 BIS published a consultation document seeking evidence on the concept of 'compensated no fault dismissal' for micro businesses(i.e. businesses employing fewer than 10 staff) and what the consequences could be, including the wider impact on both employer and employee confidence. The government response to the call for evidence containing analysis of responses on the no fault dismissal proposal and the Acas code of discipline and grievance, can be viewed through the links below.
Dealing with dismissal and 'compensated no fault dismissal' for micro businesses: government response
GOVERNMENT RESPONSE TO CONSULTATION ON THE EFFECTIVENESS OF TUPE
19 September 2012
The Department for Business, Innovation and Skills has published its response to its call for evidence on the effectiveness of TUPE.
TUPE was included in the Employment Law Review following criticisms of the impact it has on the labour market. The call for evidence was designed to obtain views from the range of people who are affected by TUPE. From the responses to this call for evidence, it is clear that there are several areas which should be examined further with a view to improving the Regulations’ operation in practice, whether by amendments to TUPE or through improved guidance. Among the points the government will consult on in due course are:
whether the 2006 service provision changes should be retained or repealed;
whether, generally, liability should pass entirely to the transferee as now, or be held jointly and severally by transferee and transferor;
whether employee liability information should be provided earlier to the transferee;
whether an amendment to TUPE would be possible to ensure that a change of location of the workplace following a transfer does not necessarily lead to automatic unfair dismissal, i.e., it is capable of constituting an Economic, Technical or Organisational reason entailing changes in the workforce.
CIPP Policy News Journal
12/04/2013, Page 316 of 362
Made with FlippingBook - Online magazine maker