On 2 December 2015, the Committee on Standard in Public Life issued online guidance entitled Ethical Standards for Providers of Public Services. Although not directly applicable to the vast majority of HEIs, the Committee’s terms of reference were clarified in a House of Lords written Parliamentary Question on 28th February 2013 to explain that it ‘can examine issues relating to the ethical standards of the delivery of public services by private and voluntary sector organisations, paid for by public funds, even where those delivering the services have not been appointed or elected to public office.’
In its Autumn Statement, delivered on 25 November 2015, HM Treasury has confirmed that the government remains “concerned” about the growth of the use of salary sacrifice schemes. According to the Treasury, the government is considering what action is needed, if any, and will ‘gather further evidence, including from employers, on salary sacrifice arrangements to inform its approach’.
The Department of Work and Pensions has published its proposed pensions and benefits rates for the tax year commencing on 6 April 2016. The proposed rates include figures for Statutory Maternity, Paternity, Adoption and Shared Parental Pay, Maternity Allowance and Statutory Sick Pay.
The Government Equalities Office has issued guidance to assist employers dealing with the recruitment and retention of transgender employees, and to raise awareness of relevant issues. The guidance also contains advice for employers and Human Resource managers in respect of matters related to employees who have transitioned, or are in the process of transitioning.
In Greenfield v The Care Bureau Ltd C-219/14, the European Court of Justice ruled that, when a part-time worker increases their hours, any statutory annual leave that has already accrued does not need to be recalculated retrospectively to take into account the increased working hours. It also found that, going forward, leave should be recalculated to reflect the new (increased) working hours, and that the mechanism for calculating leave entitlement should be the same, regardless of whether employment has terminated or is continuing.