Following the news of a new Labour Government elected in July 2024 there are going to be many changes coming in Employment Law, practises and policies. The fire and re-hire Code of Practice comes into force on 18th July 2024.
If you are looking to change anyone’s terms and conditions, please get in touch to make sure that you are doing it legally, we are here to help!
Following the news of a new Labour Government elected in July 2024 there are going to be many changes coming in Employment Law, practises and policies. The fire and re-hire Code of Practice comes into force on 18th July 2024.
If you are looking to change anyone’s terms and conditions, please get in touch to make sure that you are doing it legally, we are here to help!
Area of legislation: Fire and re-hire Code of Practice
Q: What are the new rules for dismissal and re-engagement if employees don’t agree to changes to their terms and conditions?
Area of legislation: Fire and re-hire Code of Practice
Q: What are the new rules for dismissal and re-engagement if employees don’t agree to changes to their terms and conditions?
A: The new statutory Code of Practice on dismissal and re-engagement, also known as fire and re-hire, sets out the general principles for a fair dismissal which has been done in order to change an employee’s terms and conditions. The new Code is in place from 18 July 2024. It focuses on meaningful consultation with employees which avoids a threat of dismissal if they do not agree to the changes. The Code encourages employers to regularly ask themselves whether they need to make the proposed changes to the contract or whether there are any existing contractual rights that allow them to make the changes in another way. The Code does not make dismissal and re-engagement unlawful, but it sets out expectations for employer behaviour. If employers do not follow the Code and an employee is found to have been unfairly dismissed, compensation can be increased by up to 25%.
Whilst the implementation of the Code means enhanced protections for employees, it is important for employers to consider all alternative methods of achieving their aim before resorting to forcing changes to employee terms through dismissing and re-engaging them. Good employee relations mean involving employees in decisions and considering seriously the impact any changes will have on them, and working with them to find a mutually satisfactory conclusion.
A:The new statutory Code of Practice on dismissal and re-engagement, also known as fire and re-hire, sets out the general principles for a fair dismissal which has been done in order to change an employee’s terms and conditions. The new Code is in place from 18 July 2024. It focuses on meaningful consultation with employees which avoids a threat of dismissal if they do not agree to the changes. The Code encourages employers to regularly ask themselves whether they need to make the proposed changes to the contract or whether there are any existing contractual rights that allow them to make the changes in another way. The Code does not make dismissal and re-engagement unlawful, but it sets out expectations for employer behaviour. If employers do not follow the Code and an employee is found to have been unfairly dismissed, compensation can be increased by up to 25%.
Whilst the implementation of the Code means enhanced protections for employees, it is important for employers to consider all alternative methods of achieving their aim before resorting to forcing changes to employee terms through dismissing and re-engaging them. Good employee relations mean involving employees in decisions and considering seriously the impact any changes will have on them, and working with them to find a mutually satisfactory conclusion.
The Kings Speech was held on 17th July 2024, and it included many things that the Government intend to move quickly on including an Employment Rights Bill, removing the lower earnings limit on Statutory Sick Pay and creating a Single Enforcement Body (this will mean changes to the National Minimum Wage. Where required, these will be developed alongside engagement with experts and stakeholders, including employers and trade unions.
The Kings Speech was held on the 17th July 2024, and it included many things that the Government intend to move quickly on including an Employment Rights Bill, removing the lower earnings limit on Statutory Sick Pay and creating a Single Enforcement Body (this will mean changes to the National Minimum Wage. Where required, these will be developed alongside engagement with experts and stakeholders, including employers and trade unions.
The new Government acknowledges that some areas of the New Deal will take longer to review and implement. It intends to carry out full and detailed consultation on its plans to move towards a single status of worker, and a review of parental leave will be conducted within its first year in government.
The new Government acknowledges that some areas of the New Deal will take longer to review and implement. It intends to carry out full and detailed consultation on its plans to move towards a single status of worker, and a review of parental leave will be conducted within its first year in government.
We will keep you updated as and when we know more!
If you need some people advice, get in touch with us!
We will keep you updated as and when we know more!
If you need some people advice, get in touch with us!
