Insurance Business UK’s Post

Discover the reforms shaping the business world in this insightful article by Rachael Wornes, ARAG Legal Services UK Marketing Manager. Stay ahead of the curve with updates on employment legislation and more. https://hubs.la/Q02zr2Z40 #LegalUpdates #BusinessReforms #ARAGInsights #Insurance #InsuranceNews

Discover the reforms shaping the business world in this insightful article by Rachael Wornes, ARAG Legal Services UK Marketing Manager. Stay ahead of the curve with updates on employment legislation and more. https://hubs.la/Q02xyb530 #LegalUpdates #BusinessReforms #ARAGInsights #Insurance #InsuranceNews

Discover the reforms shaping the business world in this insightful article by Rachael Wornes, ARAG Legal Services UK Marketing Manager. Stay ahead of the curve with updates on employment legislation and more. https://hubs.la/Q02yrrF10 #LegalUpdates #BusinessReforms #ARAGInsights #Insurance #InsuranceNews

EMPLOYMENT RIGHTS BILL PROGRESSES AND CONSULTATIONS ARE LAUNCHED Following the release of the Employment Rights Bill, its Impact Assessment was published last week showing that the new Bill will have a “positive direct impact on economic growth.” The Bill received a majority vote at its second reading in the House of Commons last week, and now goes to committee stage, where it will be given a detailed examination. The government has now launched consultations on 4 areas of the proposed legislation, which will become part of amendments that will be made to the Bill in the early part of 2025. The consultations are as follows: 1: Strengthening Statutory Sick Pay (SSP) 2: Application of zero hours contracts measures to agency workers 3: Creating a modern framework for industrial relations 4: Collective redundancy and fire and rehire Find out more: https://lnkd.in/gpBvyT_s For all this week's business news from DPC Accountants: https://lnkd.in/g7-hAdxn

In May 2023 the Employment (Allocation of Tips) Act 2023 was given Royal Assent. On 1 October 2024 the Act will come into force via secondary legislation. Sarah Glockler and Phillipa Roblett consider the changes that will be made to tipping practices in the UK and its effect on employers. #servicecharge #employmentlaw #gratuities

What could the The Employment Rights Bill mean for employers? 📜 Kim Wright, Rachael Healey and Matthew Watson provide a brief overview of what employers and their insurers should be aware of. #Employment #EmploymentLaw #Insurance #InsuranceRPC #EmploymentRightsBill

TRIBUNAL BLOODBATH - EMPLOYERS LOOK OUT! 🌹 One of the key employment law changes The Labour Party say they’ll introduce if they win the forthcoming #generalelection is scrapping qualifying service for unfair dismissal and making the ability of employees to make that claim a day one right. 🌹 📈 This despite the #employmenttribunal grappling with an outstanding caseload of approximately half a million claims and stats published by the MoJ revealing that it's taking roughly a year for cases to be heard. For employers, that additional time generally means additional cost and less chance of a successful defence where key witnesses have moved on. 😩 It's also the case that employers have long been frustrated by the time and money they have to throw at defending a seemingly ever-increasing number of frivolous and vexatious cases. 👍 Earlier this year, the Government appeared to acknowledge both these problems by launching a consultation on the reintroduction of tribunal fees in the form of a £55 one-off fee across the board (i.e. no higher fee for discrim claims and no additional fee to take the case to hearing). 🚮 Given Labour's plans to scrap #unfairdismissal qualifying service, I'd be amazed if the proposed reintroduction of fees isn't binned and already sky high claim levels don't continue to rise! 🆘 With this in mind, it's a good time to make use of Employee Management Ltd [EML]'s Employment Protection Scheme which protects employers from claims which ordinarily would cost them thousands of pounds in legal costs. ℹ The policy covers all legal fees, settlements and awards incurred in respect of any ET proceedings as well as any costs incurred in instructing us to deal with ACAS #EarlyConciliation cases. There are also optional add-ons relating to the legal fees associated with #HealthandSafety prosecutions and the enforcement of restrictive covenants where an employee is in breach. ⚠ Now, it's no secret that such insurance underpins the advice provided by many of our larger competitors. However, what sets ours apart is that 💥 the employer doesn't have to have taken advice from us AT ALL in relation to the employment issue concerned, let alone from the outset (although it's always a good idea to have done so 😉); and 💥 as long as we're of the opinion that there are reasonable prospects of successfully defending the claim, cover under the policy would remain intact. ❓Why does this matter❓ ✅ Because it means our clients remain in the driving seat when it comes to the handling of employment issues so that the commercial decisions that often need to be made in this regard aren’t hindered by your HR support provider. 📢 Sound appealing? If so, drop me a message and let's have a chat!

Navigating workers compensation claims can be complex, especially when common law potential is involved. This latest article by Anna Ashworth and Eleanor Linton highlights proactive steps for employers, including the importance of gathering contemporaneous evidence early in the claim process to preserve critical details. A must-read for employers and legal teams to ensure thorough investigations and better outcomes. 

House Bill 2490 has been introduced and it is best to quote from the sponsoring legislator’s words:   [S]ome employers and insurers require claimants to sign side agreements forcing them to resign, preventing them from ever reapplying for work again or requiring confidentiality agreements to settle a claim . . . My legislation would amend the Workers’ Compensation Act to prohibit employers from requiring such side agreements as a condition of a workers’ compensation settlement and would penalize employers and insurers if they are found to be in violation of this prohibition.  HB 2490   Learn more about the proposed legislation and the potential issues in this #WGAlert by partner Paul Fires: https://lnkd.in/eBJepdxU

The Times: *Hits Nail on Head* 🔨 'the ELA said that it was unlikely that anyone would pursue claims, for example for last-minute changes to shifts, which would result in about £70 of compensation, if it took up to two years to resolve....... The transactional cost of enforcing rights is often not worth the expense of doing so. A net £70 for a cancelled shift? Who is going to bother enforcing that?” Yes reform is needed Yes abusive behaviour by rogue employers needs to stop We don't do this by swamping small businesses with so much complexity and new regulation that they don't know which way is up. Or, by flooding our already creaking tribunal system with claims that will take YEARS to come to fruition. Lots of interesting commentary coming out of the committee stage for the #EmploymentRightsBill as well as amendments! This is why we are not yet 'training' on the ERB- it hasn't even been finalised! 🧠 (Please don't waste your money and pay for anything like this until we have the final bill!) https://lnkd.in/daY2p8hJ