Labour & European Law Review
03 May 2006
Following the introduction of new laws in 2005, far more employees now have the right to be informed and consulted on issues that matter to them in the companies they work for.
To facilitate the smooth implementation of the dispute resolution rules in October 2004, the Government introduced transitional provisions to deal with cases that had already started by that date, or cases in which the employer had already “contemplated dismissal.”
Section 98 of the Employment Rights Act 1996 gives employers five potentially fair reasons for dismissing someone.
In 1995, a group of part-time workers claimed they had been discriminated against under the Equal Pay Act when their employers denied them access to their pension schemes.
In assessing compensation for unfair dismissal, tribunals routinely include the loss of benefits such as pension rights and health insurance as part of the compensatory award.
Under the working time regulations, workers are entitled to four weeks’ paid annual leave.
Last year, new information and consultation rules applying to businesses and organisations with 150 or more staff were introduced in the UK.
Tony Blair was right when he said that British labour law is “the most restrictive on trade unions in the western world.”