The start of April is a traditional time at which laws take
effect, and a number of employment-related laws will come into
force on April 6.
The Corporate Manslaughter and Corporate Homicide Act 2007 will
create a new criminal offence of corporate manslaughter, or
corporate homicide in Scotland, covering deaths due to an
employer's actions.
The new offence replaces the old one of gross negligence, and
opens companies up to fines of up to 10% of their turnover.
Employers will also face changed rules on sex discrimination.
The 1975 Sex Discrimination Act has been amended to take account of
a court ruling which ordered the Government to change the law to
take account of a European Union Directive, the Equal Treatment
Directive.
The new law will make the definition of sexual harassment wider,
and will make employers liable for the actions of third parties in
some cases.
Employment agencies will face a changed legal landscape with the
amendment of regulations governing their conduct. Job seekers will
receive greater protection under the new law, which will also
reduce the amount of regulation of companies in the sector.
A law that gives employees the right to be informed and
consulted on the operation of a business will be changed so that it
applies to more companies. The Information and Consultation of
Employees Regulations currently apply to organisations with more
than 100 employees. It will be changed so that it applies to any
organisation with 50 or more employees, increasing the number of
companies that must comply with it.
The law which governs public authorities' treatment of disabled
people will also be changed to ensure that more organisations
comply with its rules. The change will include for the first time
public bodies such as the Civil Aviation Authority, The Bank Of
England, the Nuclear Decommissioning Authority and The Royal
Botanic Gardens at Kew.
Disclaimer: We hope you find OUT-LAW’s content useful. It’s prepared by the lawyers at Pinsent Masons. Please remember, though, that it’s intended as general information only. It’s not legal advice. If that’s what you’re seeking, please
contact us. See also: our
full disclaimer
