ACAS,
Employment
Tribunals and Law Advice for
Employers.
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EBS Law are specialists in providing UK employers with a comprehensive retained employment law and human resource support service. Whether it is liaising with
ACAS over an existing problem or seeking advice in relation to a future concern, we are here to help.
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Our
standard service package comprises of :-
-
unlimited
UK employment law advice
-
liaising
with ACAS
-
guaranteed face-to-face meetings
-
free
initial contact
-
tailored employment
contracts & handbook
-
employment tribunal representation
-
qualified personal contact
-
employment bulletin updates
Your
Business is our business
We will appoint a legally qualified adviser to oversee your business.
This
adviser will be your main contact on all employment related matters. As you will have continuity of service, your adviser will gain great
familiarity with you, your business and an understanding of the areas that
present common and often unique daily challenges. You will avoid having to repeat the same query or update different
advisers on the history of a particular case, saving time and ensuring
efficiency in the matter.
Why
EBS ?
Our
advisers are legally qualified, coupled with extensive hands-on
experience. Additionally EBS clients can take advantage of our ‘partnership
links’ providing advice on a variety of topics including retirement planning
and associated issues. It’s the complete human resource and employment
law service.
A comprehensive retainer service for a
minimal fee.
Age
Law in the UK
Age discrimination is the main area of discrimination
which is protected in some other countries but which is
currently not directly protected in the UK. This will
change from 1 October 2006 when the government will
introduce age discrimination legislation - the final
version of the regulations was published on 9 March
2006. The October date is in advance of the December
deadline set by the Equal Treatment Framework Directive
(2000/78/EC) which requires the this country to
implement national legislation preventing age
discrimination.
Age discrimination can take many forms. In legal terms,
it will follow the same pattern as existing forms of
discrimination law, namely direct and indirect
discrimination, victimisation and harassment.
Age regulations are due to come into force on 1 October
2006.
1. The regulations cover employment and vocational
training. This includes access to help and guidance,
recruitment, promotion, development, termination, perks
and pay.
2. The regulations cover people of all ages, both old
and young.
3. All employers, providers of vocational training,
trade unions, professional associations, employer
organisations and trustees, and managers of occupational
pension schemes will have new obligations to
consider.
4. Goods, facilities and services are not included in
the regulations.
5. Upper age limits for unfair dismissal and redundancy
will be removed.
6. A national default retirement age of 65 will be
introduced making compulsory retirement below age 65
unlawful (unless objectively justified).
7. All empoyees will have the ‘right to request’ to
work beyond the default retirement age of 65 or any
other retirement age set by the company and all
employers will have a ‘duty to consider’ requests
from employees to work beyond 65.
8. Occupational pensions are covered by the regulations,
as are employer contributions to personal pensions.
However, the regulations generally allow pension schemes
to work as they do now. The regulations have more
details.
9. The regulations do not affect state pensions.
Employers need to prepare now for the new legislation by
bringing all their policies and procedures into line
with the new requirements, and seeking advice where
necessary
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