The Queen’s Speech was delivered on 27 May 2015 and included various proposals that will impact on employment law. The main plans highlighted were:
BUDGET 2015: Have your say
The Chancellor of the Exchequer has announced that the next Budget will be on Wednesday 8 July 2015, and the government is seeking views from the public about what should be in it. You can add your thoughts here: https://www.gov.uk/government/news/budget-july-2015-have-your-say
Grievance & disciplinary hearings
The Employment Appeal Tribunal has held that an employer was not obliged to put a disciplinary process on hold whilst an employee grievance was being dealt with.
In this recent case, the employee claimant was employed as a bus driver and subject to disciplinary proceedings as a result of poor driving. During these proceedings, the claimant made allegations about the employer’s managers. However, the employer continued with the disciplinary proceedings and went on to dismiss the employee. The Employment Tribunal found that the claimant had been fairly dismissed.
On appeal, the employee argued that the disciplinary procedure should have been put on hold whilst the allegations were investigated.
The Employment Appeal Tribunal rejected the employee’s submission. This case shows a dismissal will not automatically be deemed unfair if an employer fails to postpone disciplinary proceedings where an employee has raised a grievance. However, this will always depend on the specific circumstances and facts of the individual situation and therefore the employer should always ensure that the risks of continuing without suspending disciplinary proceedings should be carefully assessed.
CHARITY REVIEW: Whistleblowing claims
Public Concern at Work (PCAW) has reviewed 2,969 employment tribunal judgments that involved whistleblowing claims and were handed down between 2011-2013. The review was carried out to determine “whether the law is doing whistleblowers justice”, following various changes to whistleblowing laws.
Key findings from the review include: