Employment Prospects Looking Up in 2013?

January 2013

Employment Prospects Looking Up in 2013?

According to Manpower Group, the UK’s employment outlook will be at its strongest in the first three months of 2013 since before the recession in 2007.  This welcome boost to the jobs market is predicted to increase the number of jobs by 6%.

The Manpower Employment Outlook Survey is based on responses from 2,100 UK employers.  It asked whether employers intend to hire additional workers or reduce the size of their workforce in the coming economic quarter.  

What this means for employers…

Employment law can be a minefield for employers as increasing regulations and evolving case law, if ignored, can lead to costly consequences.

If you are hiring new employees in 2013, it is particularly important to set out the terms of employment in a written contract of employment.  You should also check whether your current policies and procedures are up to date and reflect the law as it currently stands.

The following points are just a few of the many factors that should be borne in mind by all employers, whether hiring new employees or promoting existing employees:

  • The National Minimum Wage increased from 1 October 2012 to £6.19 per hour for all employees aged 21 and over
  • Employees who are sick and unable to take statutory minimum holiday should be allowed to take this holiday at another time, even if this means carrying this holiday over to the next leave year 
  • An employer is likely to be guilty of discrimination if they refuse to allow an employee to wear a visible cross at work purely because this would amount to a breach of their uniform policy
  • From March 2013, the right to parental leave is increased to 18 weeks per parent per child
  • On promoting an employee it is a good idea to have them sign a new contract of employment, even where the vast majority of terms and conditions remain the same - this should mean that the reasonableness of any restrictive covenants can be considered at the time of the promotion rather than when the employee originally signed the contract of employment

The above are only a small selection of points for an employer to consider. If you are intending to hire new employees in the near future and need advice, or if you would like to discuss any aspect of employment law, please contact us on  01296 318500.