Contemporary Developments In Employment Relations – Coursework Example

CONTEMPORARY DEVELOPMENTS IN EMPLOYMENT RELATIONS by Date
Developments in Employment Law Rights
The employment law rights have undergone various changes since their inception each time adding more rights which are beneficial to employees as well as employers. These rights include areas such as: maternity and parental leave, paternity and adoptive leave, working time directives, national minimum wages, and the right to request flexible working among others. These were protected through the Employment Rights Act 1996 later amended to Employment Rights Act 1999, extended through Employment Act 2002, 2007 and the Work and families Act 2006 and more changes are expected in 2014. According to ACAS (2014) as from April 6, 2014 statutory maternity, paternity and adoption pay will increase to £138.18 up from £ 135.45 per week. This has implications for both employers and employees. For employees it means a new right and a financial advantage. Now parents going on leave both father and mother as leave was extended to fathers and can mother can also share her leave with the father (CIPD, 2014) will have more in their pockets to cater for the newly born as well as the new mother’s expenses. A father can take up paternity leave of two weeks or additional 26 weeks if shared with the mother while the mother is entitled to fifty two weeks as from April 2007 but she can share the 26 weeks with the husband and take leave of 26 weeks. This change will thus have great impact on maternity and paternity leave pay. It also means new obligations for employers even though the amount is reimbursed by the state through reduced employer national insurance contributions.
Another important change expected as from 30th June 2014 is extension of the right to request flexible working to all employees and removal of current statutory procedure for considering requests. This means employers will have to consider all requests in a reasonable manner and also have the right to refuse requests on business grounds (ACAS, 2014). According to the Working Time Regulations 1998, workers are supposed to work an average of 48 hours a week. However, in order to have a work-life balance the Employment Act 2002 granted them the right to request flexible working such as flexitime, compressed hours, part-time and annualised hours (GOV.UK, 2014). Making the process easier means the employees have the opportunity to get flexible working schedule hence balance work and family. As a result, they are more satisfied and motivated thus increased productivity which is good for the workplace.
References
ACAS (2014). http://www.acas.org.uk/index.aspx?articleid=3909
CIPD (2014) http://www.cipd.co.uk/hr-topics/employment-law.aspx
GOV.UK (2014) http://www.gov.uk/flexible-working/