Template documents
Tailored to the needs of the UK recruitment industry, these template contracts and policies can be used when engaging clients, jobseekers and your own staff.
See what legal activity is happening in the coming twelve months .
See the previous months page for earlier activity
Carer’s Leave Regulations 2024 - These draft Regulations are laid to implement a new statutory entitlement to carer’s leave for employees from 6 April 2024. They ensure that this leave will be available to employees for the purpose of providing, or arranging, care for a dependant with a long-term care need. They are due to come into force on 6 April 2024 and the REC has published an article explaining the legislation here.
Changes announced in the Spring Budget 2024 include the employee primary Class 1 national insurance contributions rate is due to be reduced further from 10% to 8%. This is due to come into effect on the 6th of April 2024.
The Home office have updated the Right to Work Checklist on the 9th of April 2024
On the 19th of April, The Department for Work and Pensions (DWP) initiated a call for evidence aimed at examining potential reforms to the fit note process. This initiative seeks to better assist individuals with long-term health conditions in accessing timely work and health support. The call for evidence, announced as part of a broader initiative introduced during the Autumn Statement 2023, will lay the groundwork for further consultations on specific policy proposals. These consultations are expected to be launched later this year.
The Supreme Court has passed judgment on the case of Mercer v Alternative Fuel Group Ltd [2021] IRLR 620 on the 17th of April 2024.
Facts: Mrs Mercer ("Mercer") was employed at a health and social care charity as a support worker and, at the relevant time, was also a workplace representative for her trade union, Unison. Following a trade dispute in respect of payments for sleep-in shifts, Mercer was involved in planning and organising a series of strikes. She was suspended by her employer for just over two weeks and subjected to a disciplinary process. Mercer presented a claim to the Employment Tribunal. She complained that she had been subjected to a detriment because of her involvement in the strikes, contrary to section 146 of TULRCA.
Held: The Supreme Court ruled that Section 146 of the Trade Union Labour Relations (Consolidation) Act 1992 (TULRCA) does not safeguard workers from detriment short of dismissal for participating in strikes during working hours. The Court determined that Section 146 only covered industrial action outside of working hours, leaving workers vulnerable to unfair treatment by employers, thus violating Article 11 of the European Convention on Human Rights which guarantees the right to freedom of association. Furthermore, the court declared Section 146 incompatible with Article 11, prompting the need for legislative amendments by Parliament to address this inconsistency and ensure alignment with human rights standards.
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The Workers (Predictable Terms and Conditions) Act 2023 is due to come into force. The act provides workers a statutory right to request a more predictable working pattern. For further information on the act please see our bitesize video and our recruitment matters article found on the REC website.
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