10 Jun 2014
prepared as possible for any legal issues that may arise.
Many would agree that the best way to start a New Year is to leave the old one behind but this can be tricky if you are still in the process of recovering age-old debts.In order to avoid wasting more valuable time on chasing money in 2014:Review your procedures and terms and conditions of business when it comes to debt recovery, ensuring that your terms and conditions are properly incorporated into your contracts. Ensure your terms and conditions are robust, protect your business and make the most of the compensation and interest afforded to you in late payment legislation.
It can be tricky for those in charge of a business to keep up with the ever-changing world of employment law. Here are a few recent developments in the field to keep in mind in the New Year…
Disability discrimination and the duty to make reasonable adjustments
Judicial Review of new 12 month pay cap on Unfair Dismissals
It has been well publicised that a cap has been placed on the level of damages for future losses at 12 months’ salary. This decision has been challenged by way of a judicial review. The rationale for this application is that this change in policy discriminates against older employees who are more likely to be out of work for over 12 months than their younger counterparts.Whilst we await the outcome of the judicial review, it reminds us of the significance of potential tribunal awards in negotiations over settlement agreements. Employers looking to reach such an agreement with an employee should carefully consider both their contractual and statutory obligations when opening negotiations which will invariably run more smoothly if a rational calculation of the award can be provided to the employer.
Discrimination legislation is something that all employers need to be aware of and a good understanding of the law should pervade through all policies.”Lockwood v DWP was a case recently decided in the Court of Appeal relating to payment of an enhanced redundancy scheme for employers over the age of 35 years.On the face of it, this may well have amounted to an age discrimination point however the DWP were able to show a justification through a “strong social policy objective” of providing a financial cushion to older employees who would likely experience extra problems from losing their job.
If you are still concerned about the employment issues that could affect your business in 2014 it may be worth investing in a risk management solution such as HardingEvans’s
HE PROTECT is a risk management solution that enables you to effectively ring fence risk associated employment claims in a cost effective manner, leaving you to focus on growing your business and, at the same time, safeguarding your profits and protecting
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