by Laurie Anstis on October 10, 2012
Amongst the amendments relevant to employment law are provisions:
– permitting deposit orders to be made in respect of “specified allegations or arguments” rather than the claim as a whole (amendment 1),
– abolishing the Equality Act provisions on third party harassment (amendment 5) and questionnaires (amendment 6),
– giving the employment tribunal power (or maybe even an obligation) to order equal pay audits where an employer has been found to be in breach of equal pay law (including sex discrimination claims relating to pay) (amendment 10)
– re-labeling “protected conversations” as “pre-termination negotiations” (amendment 21).
There are also many apparently small amendments that may become more significant on detailed scrutiny. For instance, it looks as though amendment 22 takes away from pre-termination negotiations the rule that a tribunal could take into account a “determination made in any other proceedings”. There is also a change to the clause dealing with the cap on the compensatory award (amendment 24), the significance of which is not immediately clear.
[Thanks to Craig Gordon for alerting me to this.]