Changes to Tribunal Compensation Limits

For the first time ever the maximum compensatory award for an unfair dismissal claim drops, from £66,200 to £65,300. The change will only affect cases involving a dismissal on or after 1 February 2010. Due to two increases last year to the maximum limit of a week's pay, used to calculate statutory redundancy pay and the unfair dismissal basic award, there will be no increase to the current figure of £380, which will remain the same.

'Fit Notes'

From April 2010, GP's will be able to provide key advice to employers about their sick employees, namely what their employees can and cannot do, whether their employees are "fit" to work and, helpfully, whether an employee may be fit for "some work". This will mean that "fit notes" will be introduced to replace "sick notes".

'Whistle Blowing'

Currently, if an allegation is made in an employment tribunal claim form (ET1) that could amount to a public interest disclosure, the tribunal service is barred from referring the allegations to the relevant regulatory authority. However, following a Government consultation last year, from 6 April the ET1 form will be amended to ask claimants whether their claim includes an allegation of a protection disclosure (whistle-blowing). If the claimant ticks "yes", they will also be asked to provide their express consent for the tribunal service to pass the details to the relevant regulatory authority.

Additional Paternity Leave and Pay

From 6th April 2010 mothers will be allowed to pass a portion of their maternity leave and pay their partner in the form of additional paternity leave (APL). The provisions also apply to couples who are adopting. This applies to parents of children due to be born or matched for adoption on or after 3rd April 2011. APL will be in addition to the current paternity leave entitlement of up to two weeks' leave and must be taken for the purposes of caring for the child or for supporting the child's mother.

Right to Request Time off for Training

Employers with 250 or more employees need to deal with requests for time off to undertake training in a similar way to requests for flexible working. This right is due to be extended to cover all employers in April 2011. As with the right to request flexible working, employees will not have the right to time for training, just the right to request to do so. Employers will not be obliged to pay for the training undertaken and there will be grounds upon which they can refuse the request. Employers will need to follow a set procedure when dealing with a request from an employee.

Eye Tests

According to research from Specsavers, more than three-quarters of employers are unaware of new legislation requiring professional drivers to take more frequent eye tests. New legislation covering eye tests for drivers was passed in the EU Parliament in 2006 and is set to be introduced to member states in 2011. The current proposal is that holders of commercial licences will have to have their eyes tested every five years, and holders of private licences will be tested every ten to 15 years. Each member state has until 2013 to translate the directive into national law.