LEGAL
designed to save parents up to £2,000 per year per child for children up to the age of 12, providing a 20% annual discount on childcare. Unlike the Childcare Voucher Scheme (CVS) currently offered, the Tax-
Free Childcare scheme is managed by parents, as opposed to employers, and is open to all parents, unlike the CVS which can only be utilised by an employee if their employer participates in, and offers, the scheme.
THE TAYLOR REVIEW The Taylor Review, also known as the Good Work Report, examines how employment practices need to change in order to keep pace with modern business models. Published in July, it outlines recommendations to employers and the Government on changes to employment law to protect workers it considers most vulnerable and at risk of exploitation. As this is simply guidance, it is unclear at this stage what, if any, steps
the Government will take to implement the recommendations set out in the report. Nevertheless, with the decisions in employment tribunal cases brought
Tax-free Childcare is the latest initiative from the Government
This is a significant development and one likely to affect a broad range
of employers that have been holding the line that voluntary overtime need not be included in holiday pay calculations. Employers will need to ensure they establish a mechanism going forward for including in holiday pay such payments which are regular and long-lasting enough to be considered part of "normal pay". Through adjusting practices, for example being more stringent about the use of overtime, some employers will be able to make cost savings as well as avoid exposure to claims.
TAX-FREE CHILDCARE APRIL 2018 Tax-free Childcare is the latest initiative from the Government to support working parents. Due to be implemented in April 2018, the scheme is
against high profile companies, this is certainly an area which has captured public interest. Employers need to be aware that change of some sort is likely and should review their own position, seeking expert advice on employment status and the legal rights that individuals gain depending on their employment status.
CHANGES TO TRIBUNAL FEES When the Supreme Court ruled on 26 July that fees for bringing an employment tribunal claim – implemented in 2013 – were unlawful, those claiming that the fees prevented access to justice rejoiced. But what does this mean for business? Cases that were once abandoned because the claimant couldn’t pay the
required fees may be revisited months – possibly years – following the initial claim, potentially after key documents have been lost or destroyed. Crucial employee witnesses may have moved on to other employers. The absence of the claimant fee – which saw claims drop 79% during
the first quarter it was introduced compared to the same quarter in 2012 – may see tribunal claims surge. Employers need to ensure HR systems and processes are robust, ensuring contracts and policies are not only in place, but rigorously adhered to and that a clear audit trail is present.
business network November 2017
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