2011 has brought a considerable raft of changes and proposed changes to employment laws and regulations. Pension ages and parental leave policies will have to evolve, and there may also be modifications to the employment tribunal and who can and cannot make an unfair dismissal claim.
While these alterations were no doubt drafted with the best of intentions, a recent survey performed by the British Chamber of Commerce shows that many companies are unhappy with the proposals. More than 50% of those who took part in the survey thought that changes to parental leave arrangements would have a negative effect on their business. Alterations to the Default Retirement Age were of particular concern for about one in every five.
A significant proportion of respondents were also seriously concerned about the administrative issues surrounding the changes to employment legislation. They feared that too much staff time would be spent figuring out how to implement the new regulations and actually making policy changes.
There is no doubt that legislative changes can be difficult to keep up with, particularly for those without the resources to maintain a dedicated member of staff to look after compliance issues. However, no business has to go it alone. Employment law consultants can help companies of all sizes keep up with the changes and make sure they remain clear about their rights and responsibilities. Any company that is uneasy about the way proposed alterations or new laws will affect their operations can and should seek assistance from a specialist.