{"id":4012,"date":"2023-09-05T06:32:43","date_gmt":"2023-09-05T06:32:43","guid":{"rendered":"https:\/\/simplylaw.waydevelopers.com\/england-wales\/employment-law-update-june-2016\/"},"modified":"2024-04-11T12:22:25","modified_gmt":"2024-04-11T12:22:25","slug":"employment-law-update-june-2016","status":"publish","type":"post","link":"https:\/\/simply.law\/england-wales\/blog\/employment-law-update-june-2016\/","title":{"rendered":"What&#8217;s new? \u2013 Employment law update June 2016"},"content":{"rendered":"<p align=\"justify\"><b><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">Brexit!<\/span><\/span><\/b><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">\u00a0<\/span><\/span><\/p>\n<p align=\"justify\"><span><span face=\"Arial\" style=\"font-family: Arial;\"><span size=\"2\" style=\"font-size: small;\">For our analysis of the likely impact of Brexit on employment law, please refer to the blog in April.\u00a0<\/span><\/span><\/span><b><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">\u00a0<\/span><\/span><\/b><\/p>\n<p align=\"justify\"><b><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">Immigration Bill receives Royal Assent<\/span><\/span><\/b><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">\u00a0<\/span><\/span><\/p>\n<p align=\"justify\"><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">The Immigration Bill received Royal Assent on 12 May 2016 and is now the Immigration Act 2016.<\/span><\/span><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">\u00a0<\/span><\/span><\/p>\n<p align=\"justify\"><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">The Act introduces checks on illegal working and provisions to prevent the exploitation of migrant workers, such as:<\/span><\/span><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">\u00a0<\/span><\/span><\/p>\n<p align=\"justify\"><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">Section 1: creating a Director of Labour Market Enforcement, who will oversee the enforcement of legislation tackling the exploitation of migrant workers;<\/span><\/span><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">\u00a0<\/span><\/span><\/p>\n<p align=\"justify\"><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">Section 34: the criminal offence of employing an illegal worker has been extended to incorporate cases where an employer has reasonable cause to believe a person is an illegal worker;<\/span><\/span><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">\u00a0<\/span><\/span><\/p>\n<p align=\"justify\"><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">Section 85: providing power to the Secretary of State to introduce an immigration skills charge on employers who sponsor non EEA skilled workers.<\/span><\/span>\u00a0<\/p>\n<p align=\"justify\"><span size=\"2\" color=\"#0000ff\" style=\"font-size: small;\">http:\/\/www.legislation.gov.uk\/ukpga\/2016\/19\/section\/85\/enacted<\/span><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">\u00a0<\/span><\/span><\/p>\n<p align=\"justify\">\u00a0<b><span>Acas report on Early Conciliation<\/span><\/b><b><span>\u00a0<\/span><\/b><\/p>\n<p align=\"justify\"><span size=\"2\" style=\"font-size: small;\"><span>Most employers are familiar with the process of Acas early conciliation which is<\/span><span face=\"Arial\" style=\"font-family: Arial;\"><span> mandatory for most prospective claimants before issuing a claim in the Employment Tribunal. <\/span><span>\u00a0<span lang=\"EN\">Early conciliation was introduced to assist the parties in reaching an agreed settlement without having to go through the tribunal process to have the dispute decided.<\/span><\/span><\/span><\/span><span lang=\"EN\"><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">\u00a0<\/span><\/span><\/p>\n<p align=\"justify\"><span size=\"2\" style=\"font-size: small;\"><span face=\"Arial\" style=\"font-family: Arial;\"><span lang=\"EN\">But how effective is early conciliation? <span>\u00a0\u00a0<\/span><\/span><span>Acas has recently published a report on the impact of early conciliation and the statistics are set out below:<\/span><\/span><\/span><\/p>\n<ul>\n<li>\n<div align=\"justify\"><span><\/span><span>31% of claims settled during the EC stage and 17% of these potential claimants credited Acas for their assistance<\/span><\/div>\n<\/li>\n<li>\n<p align=\"justify\"><span>22% of claims settled after the EC stage once a claim had been submitted<\/span><\/p>\n<\/li>\n<li>\n<p align=\"justify\"><span lang=\"EN\">52% of potential claims subject to EC resulted in a formal settlement by way of COT3 and <\/span><span>8% resulted in a private settlement<\/span><\/p>\n<\/li>\n<li>\n<p align=\"justify\"><span>71% of claims reported to Acas (including those which were issued) did not proceed to a hearing following EC<\/span><\/p>\n<\/li>\n<li>\n<p align=\"justify\"><span lang=\"EN-US\">Out of those claimants who withdrew their cases, 27% said they thought they would not win or that it would be a waste of time, 20% said that the tribunal fees were off-putting and 17% said <\/span><span>Acas assisted them with their decision to withdraw<\/span><\/p>\n<\/li>\n<li>\n<p align=\"justify\"><span>78% of Claimants used a representative at the ET1 stage, but only 24% used a representative at the EC stage.<\/span><\/p>\n<\/li>\n<li>\n<p align=\"justify\"><span>92% of employers<\/span><span lang=\"EN\"> who took part in EC were satisfied with the service they received from Acas and would use them again<\/span><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">\u00a0<\/span><\/span><\/p>\n<\/li>\n<\/ul>\n<p align=\"justify\"><span size=\"2\" color=\"#0000ff\" style=\"font-size: small;\">http:\/\/www.acas.org.uk\/media\/pdf\/2\/t\/Evaluation-of-Acas-conciliation-in-Employment-Tribunal-applications-2016.pdf<\/span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">\u00a0<\/span><\/p>\n<p align=\"justify\"><b><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">ICO prosecutes former company employee for unlawfully obtaining client data<\/span><\/span><\/b><b><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">\u00a0<\/span><\/span><\/b><\/p>\n<p align=\"justify\"><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">An employee who emailed himself details of 957 clients as he was leaving to start a new role at a rival company has been successfully prosecuted by the Information Commissioner\u2019s Office.<\/span><\/span><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">\u00a0<\/span><\/span>\u00a0<\/p>\n<p align=\"justify\"><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">The email contained personal data relating to the company\u2019s clients including contact details, purchase history and commercial data. The prosecution by the ICO was brought under section 55 of the Data Protection Act 1998 which makes obtaining and accessing personal data a criminal offence. This offence is publishable by way of an unlimited fine. On pleading guilty to unlawfully obtaining personal data, the employee was fined \u00a3300 and ordered to pay a victim surcharge of \u00a330 and \u00a3405.98 in costs.<\/span><\/span><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">\u00a0<\/span><\/span><\/p>\n<p align=\"justify\"><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">Employers who wish to protect confidential information about their clients and customers should always include a provision in the employment contract which prohibits an employee from disclosing or misusing such information both during employment and after they have left the organisation.\u00a0 Where an employee acts in breach of this contractual protection, the remedy is usually some form of injunctive action. This case is reminder that there are other potentially more cost effective ways of preventing an ex employee from misusing confidential information which may be used instead of or in addition to legal action.<\/span><\/span><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">\u00a0<\/span><\/span>\u00a0<\/p>\n<p align=\"justify\"><span size=\"2\" color=\"#0000ff\" style=\"font-size: small;\">https:\/\/ico.org.uk\/action-weve-taken\/enforcement\/mark-lloyd\/<\/span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">\u00a0<\/span><\/p>\n<p align=\"justify\"><b><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">France considers ban on out of work emails<\/span><\/span><\/b><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">\u00a0<\/span><\/span>\u00a0<\/p>\n<p align=\"justify\"><span><span size=\"2\" style=\"font-size: small;\"><span face=\"Arial\" style=\"font-family: Arial;\">On 16 May 2016, the French National Assembly voted to pass a Bill that would make businesses with more than 50 employees draw up a charter setting out the hours, generally in the evening or at weekends, that employees should not send emails. The proposed Bill has no penalty provisions, and companies are expected to comply voluntarily.<\/span><\/span><\/span><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">\u00a0<\/span><\/span><\/p>\n<p align=\"justify\"><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">The Bill now passes to the senate for further scrutiny.<\/span><\/span><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">\u00a0<\/span><\/span><\/p>\n<p align=\"justify\"><span color=\"#0000ff\">http:\/\/www.independent.co.uk\/news\/business\/news\/should-employees-be-banned-from-sending-emails-out-of-hours-a7031991.html<\/span><span><u><span color=\"#0000ff\" style=\"color: #0000ff;\">\u00a0<\/span><\/u><\/span><\/p>\n<p align=\"justify\"><b><span>Employee sent home from work for not wearing heels<\/span><\/b><b><span>\u00a0<\/span><\/b><\/p>\n<p align=\"justify\"><span>A temporary receptionist was informed that she had to wear two to four inch heels or she would be sent home. \u00a0The employee queried why women were forced to wear heels when male colleagues were permitted to wear flat shoes. She also explained how uncomfortable heels were particularly because she would be doing a lot of walking during her day as she was to escort clients to meeting rooms. In response she was told it would be ridiculous for men to wear heels but it was part of the \u201cfemale grooming policy\u201d for women to wear two to four inch heels. She was informed that if she didn\u2019t go and buy some heels, she would be sent home without pay. She refused and last week started a petition calling for a ban on forcing women to wear high heels at work<\/span><span>\u00a0<\/span><\/p>\n<p align=\"justify\"><span>At the time of writing this article, the petition had already received nearly 148,000 signatures, meaning that this issue must now be debated in Parliament.\u00a0 A comment from the government reads \u201c<i>Company dress codes must be reasonable and must make equivalent requirements for men and women. This is the law and employers must abide by it<\/i>.\u201d<\/span><span>\u00a0<\/span><\/p>\n<p align=\"justify\"><span>Whilst employers have a large discretion regarding dress code, they need to ensure that any dress code which disadvantages women can be objectively justified as a proportionate means of achieving a legitimate aim, otherwise they risk a discrimination claim. \u00a0\u00a0It is difficult to see how most employers would be able to justify the wearing of high heels in the workplace.<\/span><span>\u00a0<\/span><\/p>\n<p align=\"justify\"><span lang=\"EN\"><span size=\"2\" color=\"#0000ff\" style=\"font-size: small;\"><a href=\"http:\/\/www.bbc.co.uk\/news\/magazine-36265545\">http:\/\/www.bbc.co.uk\/news\/magazine-36265545<\/a><\/span><\/span><\/p>\n<p align=\"justify\">\u00a0<\/p>\n<p><span><a href=\"https:\/\/simply.law\/england-wales\/\">Click here to return to the Simply.Law home page<\/a><\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Brexit!\u00a0 For our analysis of the likely impact of Brexit on employment law, please refer to the blog in April.\u00a0\u00a0 Immigration Bill receives Royal Assent\u00a0 The Immigration Bill received Royal Assent on 12 May 2016 and is now the Immigration Act 2016.\u00a0 The Act introduces checks on illegal working and provisions to prevent the exploitation<\/p>\n","protected":false},"author":1,"featured_media":8071,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_joinchat":[],"footnotes":""},"categories":[12329],"tags":[8550,8479,8500,8549],"class_list":{"0":"post-4012","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-employment-law-for-employers","8":"tag-acas-report","9":"tag-brexit","10":"tag-employment-law","11":"tag-immigration-bill"},"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v23.4 (Yoast SEO v27.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>What&#039;s new? \u2013 Employment law update June 2016 - Simply Law England Wales<\/title>\n<meta name=\"description\" content=\"Explore our comprehensive collection of legal blogs covering various topics to help you navigate the complexities of the law. 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