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 Making it harder for workers to enforce their rights Weakening restructuring rights
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
Fees for ET users: limiting access to justice Type of claimIssue 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
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 Type of claimMedian 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
Weaker collective redundancy rights Shorter consultation periods: 45 days where 100+ employees at risk Excluding fixed term contract staff
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
Stop employee wrongs TUC Campaign
Effective workplace organisation
Settlement agreements Encouraging employers to use the offer a settlement agreement to end the employment relationship Without need for disciplinary procedure
Negotiated settlements?
Pressing for change
Pressing for change Fair Pay Protecting outsourced workers Reducing casualisation Building strong unions