This month: Decrease in compensatory award for unfair dismissal The annual change in statutory rates and compensation limits took effect on February 1 and, due to a 1.4 per cent drop in the retail price index, there will be a reduction in the maximum compensatory award for unfair dismissal.

Where the effective date of termination occurs on or after February 1, the maximum compensatory award for unfair dismissal will reduce from £66,200 to £65,300.

The maximum amount of a week’s pay, which is used, for example, to calculate statutory redundancy payments, will remain at £380 a week.

April 6: The right to request time off for study or training This will apply to businesses with 250 or more employees, and to all employers, regardless of size, from April 2011.

The purpose of the study or training must be to improve the employee’s effectiveness in the employer’s business, and the performance of the employer’s business, although it need not lead to a formal qualification.

The new right is very closely modelled on the right to request flexible working. The employee must have been continuously employed for 26 weeks.

The employer will need to consider seriously the request and arrange to meet with the employee to discuss the request.

There will be a number of specified business grounds for refusing the request including the detrimental effect on ability to meet customer demand and detrimental impact on quality and performance.

If granted, the employee’s time off will be unpaid and the employer will not be obliged to pay for the training itself.

In the current economic climate the number of requests for time off may be relatively low. Even so, employers and human resources managers should put in place an appropriate policy for managing such requests.

April 6: The right to additional paternity leave The Additional Paternity Leave regulations 2010 will apply to parents of children due on or after April 3, 2011, and will introduce Additional Paternity Leave (APL).

APL may commence no earlier than 20 weeks after the birth of the child (or placement for adoption), and will entitle the father to 26 weeks paternity leave once the mother has returned to work.

April 12: Increase in statutory payments The rate of statutory maternity, adoption and paternity pay will increase from £123.06 to £124.88 per week. There is no change for sick pay.

April: Changes to the ‘sick note’ The Social Security (Medical Evidence) and Statutory Sick Pay (Medical Evidence) Amendment Regulations 2010 will enable GPs to not only record whether or not a patient is fit for work, but also indicate where someone may be fit for some work now.

This option is to be used where the GP considers that the individual could return to work, if some aspects of the work were changed either temporarily or permanently. For example, a phased return to work, altered hours, amended duties and workplace adaptations.

Spring — Equality Bill The Equality Bill is expected to receive royal assent in the spring. The Bill will tackle discrimination in a number of key areas by, among other things, introducing gender pay and equality reports, strengthening the powers of employment tribunals and protecting carers from discrimination.

The Government has brought forward, from 2011 to 2010, its review of the default retirement age of 65. It is inevitable that the retirement age of 65 will change, but will it be increased to a higher age, or removed completely?

Future: Amended working time regulations?

It is likely these regulations will be amended or, at the very least, the Government guidance on them, to reflect recent case law developments in relation to: o The accrual and payment of holiday entitlement during long-term sick leave o The re-arrangement of holiday, if an employee is sick during a period of pre-booked holiday.

The above changes are just the tip of the iceberg. On a daily basis, the tribunals and higher courts develop case law which could affect the way you manage your staff.

Contact: Morgan Cole, 01865 262600.

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