Legal
employees with disabled children under the age of 18. This was increased to all children under 17 from 6 April 2009. In April 2007, the right was extended to a carer of a spouse or partner. There is a statutory procedure to be followed when dealing with any requests for flexible working time. The requirement of being a parent or
carer will now be removed. From 6 April, all employees with the necessary period of service (currently 26 weeks) will be able to ask for flexible working arrangements. When dealing with requests, employers can use the company’s existing HR procedures as the statutory procedure will be abolished.
Requests must still be dealt with reasonably. So, when dealing with requests, employers must remain vigilant to the possibility of claims being made for discrimination or challenges where refusals are unreasonable.
Final thought: future changes The changes above are only a fraction of the amendments planned for the course of 2014. There are also two consultations underway which could be relevant. The first is in connection with the practice of zero hours contracts. There is no real legal definition of such contracts but it generally covers contracts for casual
working where an employer does not guarantee any work and only pays the employee for work carried out. The employee may or may not be required to carry out any work when requested by the employer. The second consultation covers ‘false self-employment’ where self-employed status is used to avoid
payment of any relevant tax and national insurance contributions. Either of these consultations might result in future legislation which could impact the rail industry.
•
Claudia Gerrard is a legal consultant at Excello Law. You can call her on 07447 985647 or email her at:
cgerrard@excellolaw.co.uk
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February 2014 Page 31
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