Every year brings amendments to current employment law, and 2011 is no different.  If you are seeking detailed employment law advice regarding these changes, then it is recommended that you contact an employment law specialist who can advise you on the implications of new policies on your organisation.

One of the most important legal changes in 2011 that will impact on employers is the abolition of the default retirement age.  Although this will not fully take effect until October 2011, several transitional amendments will be brought into effect as of April 2011.  The default retirement age will be fully abolished as of 1st October 2011 and after this date, employers will be prohibited from retiring employees by means of the default retirement age.

A further legal amendment in 2011 is to the maternity and paternity leave provisions.  Along with the annual increase in statutory maternity and paternity leave payments, the main change to these provisions is with regards to the paternity leave fathers are able to take.  Fathers whose child is expected after the 3rd April 2011 will be allowed up to 26 weeks paternity leave if the mother returns to work before using her full maternity leave entitlement.

In addition to this, an employees rights to request flexible working will be extended to parents with children under 18 years as of 6th April 2011.  Furthermore, the government has recently confirmed that it intends to consult with employers in 2011 with regards to extending the right to request flexible working to all employees.

For employment law advice on these matters and others that will be taking place in 2011, please contact a specialist employment law advisor.