| Date | Author |
|---|---|
| 10th January 2023 | Emma Ogden |
Last year in summarising the possible changes to Employment Law in 2022, we anticipated the delayed or postponement of employment law changes as a legacy impact of the pandemic. Unfortunately, this predication was correct. 2022 was, a year of uncertainty, both politically and economically. Consequently, limited statutory regulation was introduced. Here, Emma Ogden, SUMS Consultant, shares insight on what the Employment Law landscape might look like in 2023.
Looking ahead to 2023, we expect to see several proposed reforms progressed, albeit in many cases through private members’ bills. This briefing paper reflects upon 2022 Employment Law changes and outlines potential 2023 changes that universities need to be aware of.
This briefing paper covers:
- Flexible working requests
- Statutory Code on Fire and Re-Hire
- Right to Work and Sponsor Guidance changes
- Family-related Leave changes
- Retained EU Law (Revocation and Reform) Bill
- Changes to Statutory Pay Entitlements
- The Worker Protection (Amendment of the Equality Act 2010) Bill.
We recommend UK universities to familiarise themselves with new requirements, make relevant changes to policies and processes, communicate these changes, and consider how they will implement and assess their impact effectiveness.
SUMS is a membership-based higher education consultancy, a registered charity and not-for-profit organisation that provides expert consulting to universities across all professional service areas. Here, Emma Ogden, SUMS Consultant, shares insight on what the Employment Law landscape might look like in 2023.
This is provided for information purposes only and is no substitute for, and should not be interpreted as, legal advice.
Read the Briefing Paper here: SUMS Briefing Paper – What to Expect in Employment Law in 2023
If you wish to discuss further or need any further information, please contact Emma on e.l.ogden@reading,ac.uk
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