The Health and Safety Executive (the HSE), has reported that from 1 October 2013 certain changes will be introduced to the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR) 1995. This is to simplify the mandatory reporting of workplace injuries.
In most cases, where an employee or employer wishes to terminate an employment contract, notice should be given providing a clear indication of the date of termination.
Notice periods can be statutory or contractual. Statutory notice is the minimum period that can be provided. The statutory notice periods are set out in s 86 of the Employment Rights Act 1996.
On 29 July 2013, provisions of the Enterprise and Regulatory Reform Act 2013 relating to pre-termination negotiations (s 14) and settlement agreements (s 23), will come into force following a commencement order to this effect made on 4 July 2013.
Following a hearing on 9 and 10 July 2013, the Court of Session in Edinburgh, has refused an application for interim interdict (injunction equivalent) sought by a Scottish law firm against the UK Government’s decision to introduce employment tribunal fees on 29 July 2013.
In the case of USDAW and others v Ethel Austin Ltd (in administration) and another case [2013] UKEAT/0547 (also referred to as the ‘Woolworths case’) the Employment Appeal Tribunal (EAT) overturned the decision of an employment tribunal in finding that the words ‘at one establishment’ in s 188(1) of the Trade Union and Labour Relations (Consolidations) Act 1992 (TULCRA) are to be disregarded in the context of a collective consultancy.