Wednesday, October 01, 2014
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Employment Law Case of the Week

  • Okhiria v Royal Mail UKEAT/0054/14/LA

    An Employer is not required to await the outcome of criminal proceedings before taking disciplinary action.

    The employee, in this case, was dismissed for gross misconduct after being arrested for suspected criminal activity.

    He brought a claim for unfair dismissal arguing that his Employer should have waited until the criminal proceedings had been concluded before starting the disciplinary process. However, a tribunal disagreed. The tribunal reminded itself that a careful investigation is required where there are serious allegations of criminal misbehaviour before concluding that there had been a reasonable and adequate investigation by the Employer and the decision to dismiss the Employee fell within the range of reasonable responses. It did not matter that the Manager who conducted the disciplinary hearing did not have a taped interview of the Employee's questioning by the police or a full transcript of that interview. He had seen a summary of that interview and had been taken through that summary by the investigators and had sufficient detail to reasonably assure himself of the position. 


Topic of the Week

Time off to attend antenatal appointments

From 1st October 2014 there is a statutory right to take time off to attend two antenatal appointments from day one of employment. These should not be for more that six and a half hours and must be made on the advice of a registered medical practitioner, midwife or nurse.  Read more... Link  

Latest from the Employment Law Experts

Employment Tribunal Awards

Until 1999 the statutory maximum limits on monetary awards, which employment tribunals could make, were fixed on a somewhat haphazard and irregular basis. This has now been changed. The Secretary of State must now make annual orders to index-link most maximum limits by reference to changes in RPI for September, up or down, in each year.

The amount of compensation awarded following an employment tribunal will depend on the nature and outcome of the case.

Compensation Amounts and Adjustments details

Pension Arrangements

The proposals in the Government's 2006 White Paper on Personal Accounts, the aim of which is to introduce "soft compulsion" into workplace pension provision, are now coming to fruition. On 27 October 2010 the Pensions Minister, Steve Webb, confirmed that the Government would proceed with implementing the reforms set out in the Pensions Act 2008 and accompanying regulations, subject to the relatively minor changes recommended by an independent review of the proposed regime.

Read our summary with a timescale for ALL employers here



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Statutory Rates

Statutory rates are rates of payment paid and regulated by the UK government. Many of these payments are updated annually. The following table has the current statutory rates for a number of HR benefits and regulations.

Statutory rates details - 2013
Statutory rates details - 2014