where next?
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Where next?. Hannah Reed Senior Employment Rights Officer. Campaigning to stop attacks on worker rights Effective workplace organisation Pressing for change. Government’s employment rights agenda. Making it easier for employers to sack people - PowerPoint PPT PresentationTRANSCRIPT
www.tuc.org.uk
Where next?
Hannah ReedSenior Employment Rights
Officer
www.tuc.org.uk
• Campaigning to stop attacks on worker rights
• Effective workplace organisation
• Pressing for change
www.tuc.org.uk
Government’s employment rights agenda
• Making it easier for employers to sack people
• Making it harder for workers to enforce their rights
• Weakening restructuring rights
www.tuc.org.uk
Weaker dismissal rights
• Extending qualifying period for unfair dismissal from 12 months to 2 years– More than 3 million people lose out– Young and BME workers
particularly affected• Reduced compensatory awards in
UD claims• Disadvantage part time / low paid
employees; older workers
www.tuc.org.uk
Fees for ET users: limiting access to justice
Type of claim Issue claim
Hearing fee
Total
Level 1: NMW, Wages Act, holiday pay, time off rights
£160 £230 £390
Level 2: unfair dismissal; discrimination; equal pay
£250 £950 £1200
www.tuc.org.uk
Priced out of justice: Fees for ETs
• Remission scheme limited - many workers on NMW wages will have to pay fees
• For some ET fees = significant proportion / exceed the value of their claim
* Seta Findings 2008; ** ET & EAT Stats 2011-12
Type of claim Median award
Total fee if claim goes to hearing
Wages Act £850* £390
Unfair dismissal £4,560** £1,200
Race discrimination £5,256**
8% success rate
£1,200
www.tuc.org.uk
Weaker collective redundancy rights
• Shorter consultation periods: 45 days where 100+ employees at risk
• Excluding fixed term contract staff
www.tuc.org.uk
TUPE
• Some service sector workers may lose TUPE rights– Low paid women / BME workers in
cleaning and catering sectors• Increased uncertainty and increased job
insecurity• Increased flexibility for employers to vary
pay and conditions after a transfer– Erosion of pay and conditions– Increased inequality
www.tuc.org.uk
Stop employee wrongsTUC Campaign
http://stopemploymentwrongs.org
www.tuc.org.uk
Effective workplace organisation
www.tuc.org.uk
Settlement agreements
• Encouraging employers to use the offer a settlement agreement to end the employment relationship
• Without need for disciplinary procedure
www.tuc.org.uk
Negotiated settlements?
www.tuc.org.uk
Pressing for change
www.tuc.org.uk
Pressing for change
• Fair Pay
• Protecting outsourced workers
• Reducing casualisation
• Building strong unions