In December we created a Christmas quiz based on the employment law changes of 2014. We’re delighted to say that we had 2 winners who each received a bottle of English champagne. The questions and correct answers are below.

  1. The new regulations on Shared Parental Leave and Shared Parental Pay came into force on 1 December 2014. Which of the following is true?

(a)    Partners can share up to 20 “SPLiT” DAYS

  1. We have recently reported on some important changes in the courts’ approach to HOLIDAY PAY. What should usually NOT be included in statutory holiday pay?

(b)   Expenses

  1. In 2014 there were some important decisions relating to NOTICE PERIODS, so here is our question for you: can an employee’s duty of good faith continue after their resignation?

(a)    Yes

  1. On 1 October 2014 NATIONAL MINIMUM WAGE rates went up. What is the current applicable rate for employees aged 21 or over?

(a)    £6.50

  1. On 30 June 2014 new FLEXIBLE WORKING rules were introduced. Which of the following is TRUE about flexible working requests?

(c)    Those making requests must have more than 26 weeks’ continuous employment

  1. 2014 marked the introduction of FINANCIAL PENALTIES on employers losing tribunals. What is TRUE?

(c)    Penalties may be awarded where there are “aggravating features” to a breach of employment rights

  1. 2014 saw the introduction of the mandatory ACAS EARLY CONCILIATION requirement. Which of the following is TRUE?

(c)    Early conciliation forms can be submitted online or by post

  1. 2014 saw further developments in the law relating to ON-CALL WORKERS, and whether on-call time counts towards working time for the purpose of the Working Time Regulations and the National Minimum Wage Act. What is TRUE when it comes to legal working time when on-call?

(c)    Workers required to be in a single place determined by their employer whilst on-call must be paid for their time.

  1. In May we reported on the recent changes to TUPE. What is TRUE?

(c)    Contractual changes post TUPE transfer are now allowed where these are permitted by the contracts themselves

  1. In April 2014 the statutory DISCRIMINATION QUESTIONNAIRE procedure was repealed. Is it now possible for a Tribunal to draw adverse inferences from a failure to answer an informal question?

(a)    Yes.

 

Published in…

Updates: General: News |

Share this update on