DOCSLIB.ORG

Employment Rights Act 1996, Cross Heading: Other Dismissals Is up to Date with All Changes Known to Be in Force on Or Before 11 September 2021

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Employment Rights Act 1996, Cross Heading: Other Dismissals Is up to Date with All Changes Known to Be in Force on Or Before 11 September 2021 Changes to legislation: Employment Rights Act 1996, Cross Heading: Other dismissals is up to date with all changes known to be in force on or before 11 September 2021. There are changes that may be brought into force at a future date. Changes that have been made appear in the content and are referenced with annotations. (See end of Document for details) View outstanding changes Employment Rights Act 1996 1996 CHAPTER 18 PART X UNFAIR DISMISSAL CHAPTER I RIGHT NOT TO BE UNFAIRLY DISMISSED Other dismissals [F198A Procedural fairness F2. .] Textual Amendments F1 S. 98A inserted (1.10.2004) by Employment Act 2002 (c. 22), ss. 34(2), 55(2); S.I. 2004/1717, art. 2(2) (subject to art. 3) F2 S. 98A repealed (6.4.2009) by Employment Act 2008 (c. 24), ss. 2, 20, 22(1)(a), Sch. Pt. 1; S.I. 2008/3232, art. 2 (with Sch. paras. 1, 5) [F398B Jury service (1) An employee who is dismissed shall be regarded for the purposes of this Part as unfairly dismissed if the reason (or, if more than one, the principal reason) for the dismissal is that the employee— (a) has been summoned under the Juries Act 1974, [F4Part 1 of the Coroners and Justice Act 2009], the Court of Session Act 1988 or the Criminal Procedure (Scotland) Act 1995 to attend for service as a juror, or 2 Employment Rights Act 1996 (c. 18) Part X – Unfair dismissal Chapter I – Right not to be unfairly dismissed Document Generated: 2021-09-11 Changes to legislation: Employment Rights Act 1996, Cross Heading: Other dismissals is up to date with all changes known to be in force on or before 11 September 2021. There are changes that may be brought into force at a future date. Changes that have been made appear in the content and are referenced with annotations. (See end of Document for details) View outstanding changes (b) has been absent from work because he attended at any place in pursuance of being so summoned. (2) Subsection (1) does not apply in relation to an employee who is dismissed if the employer shows— (a) that the circumstances were such that the employee’s absence in pursuance of being so summoned was likely to cause substantial injury to the employer’s undertaking, (b) that the employer brought those circumstances to the attention of the employee, (c) that the employee refused or failed to apply to the appropriate officer for excusal from or a deferral of the obligation to attend in pursuance of being so summoned, and (d) that the refusal or failure was not reasonable. (3) In paragraph (c) of subsection (2) “ the appropriate officer ” means— (a) in the case of a person who has been summoned under the Juries Act 1974, the officer designated for the purposes of section 8, 9 or, as the case may be, 9A of that Act; (b) in the case of a person who has been summoned under the Coroners Act 1988, a person who is the appropriate officer for the purposes of any rules made under subsection (1) of section 32 of that Act by virtue of subsection (2) of that section; (c) in the case of a person who has been summoned under the Court of Session Act 1988, either— (i) the clerk of court issuing the citation to attend for jury service; or (ii) the clerk of the court before which the person is cited to attend for jury service; (d) in the case of a person who has been summoned under the Criminal Procedure (Scotland) Act 1995, either— (i) the clerk of court issuing the citation to attend for jury service; or (ii) the clerk of the court before which the person has been cited to attend for jury service; and references in that paragraph to a refusal or failure to apply include references to a refusal or failure to give a notice under section 1(2)(b) of the Law Reform (Miscellaneous Provisions) (Scotland) Act 1980.] Textual Amendments F3 S. 98B inserted (6.4.2005) by Employment Relations Act 2004 (c. 24), ss. 40(3), 59(2)-(4); S.I. 2005/872, arts. 4, 5, Sch. (subject to arts. 6-12) F4 Words in s. 98B(1)(a) substituted (25.7.2013) by Coroners and Justice Act 2009 (c. 25), s. 182(4)(e), Sch. 21 para. 36(3) (with s. 180); S.I. 2013/1869, art. 2(o)(xv) [F599 Leave for family reasons. (1) An employee who is dismissed shall be regarded for the purposes of this Part as unfairly dismissed if— (a) the reason or principal reason for the dismissal is of a prescribed kind, or (b) the dismissal takes place in prescribed circumstances. Employment Rights Act 1996 (c. 18) 3 Part X – Unfair dismissal Chapter I – Right not to be unfairly dismissed Document Generated: 2021-09-11 Changes to legislation: Employment Rights Act 1996, Cross Heading: Other dismissals is up to date with all changes known to be in force on or before 11 September 2021. There are changes that may be brought into force at a future date. Changes that have been made appear in the content and are referenced with annotations. (See end of Document for details) View outstanding changes (2) In this section “ prescribed ” means prescribed by regulations made by the Secretary of State. (3) A reason or set of circumstances prescribed under this section must relate to— (a) pregnancy, childbirth or maternity, [ time off under section 57ZE,] F6(aa) [ time off under section 57ZJ or 57ZL,] F7(ab) (b) ordinary, compulsory or additional maternity leave, [ ordinary or additional adoption leave,] F8(ba) [ shared parental leave,] F9(bb) (c) parental leave, [ [F12paternity leave],]] F10[F11(ca) [ parental bereavement leave,] or F13(cb) (d) time off under section 57A; and it may also relate to redundancy or other factors. (4) A reason or set of circumstances prescribed under subsection (1) satisfies subsection (3)(c) or (d) if it relates to action which an employee— (a) takes, (b) agrees to take, or (c) refuses to take, under or in respect of a collective or workforce agreement which deals with parental leave. (5) Regulations under this section may— (a) make different provision for different cases or circumstances; (b) apply any enactment, in such circumstances as may be specified and subject to any conditions specified, in relation to persons regarded as unfairly dismissed by reason of this section.] Textual Amendments F5 S. 99 substituted (15.12.1999) by 1999 c. 26, s. 9, Sch. 4 Pt. III para. 16; S.I. 1999/2830, art. 2(2), Sch. 1 Pt. II (with Sch. 3 paras. 10, 11) F6 S. 99(3)(aa) inserted (30.6.2014) by Children and Families Act 2014 (c. 6), ss. 127(2)(b), 139(6); S.I. 2014/1640, art. 3(1)(i) F7 S. 99(3)(ab) inserted (30.6.2014) by Children and Families Act 2014 (c. 6), ss. 128(2)(c), 139(6); S.I. 2014/1640, art. 3(1)(j) F8 S. 99(3)(ba) inserted (8.12.2002) by Employment Act 2002 (c. 22), s. 53, Sch. 7 para. 33(2); S.I. 2002/2866, art. 2(2), Sch. 1 Pt. 2 F9 S. 99(3)(bb) inserted (30.6.2014) by Children and Families Act 2014 (c. 6), s. 139(6), Sch. 7 para. 39(a); S.I. 2014/1640, art. 3(2)(i) F10 S. 99(3)(ca) substituted (8.12.2002) for the word "or" by Employment Act 2002 (c. 22), s. 53, Sch. 7 para. 33(3); S.I. 2002/2866, art. 2(2), Sch. 1 Pt. 2 4 Employment Rights Act 1996 (c. 18) Part X – Unfair dismissal Chapter I – Right not to be unfairly dismissed Document Generated: 2021-09-11 Changes to legislation: Employment Rights Act 1996, Cross Heading: Other dismissals is up to date with all changes known to be in force on or before 11 September 2021. There are changes that may be brought into force at a future date. Changes that have been made appear in the content and are referenced with annotations. (See end of Document for details) View outstanding changes F11 S. 99(3)(ca) substituted (3.3.2010) by Work and Families Act 2006 (c. 18), ss. 11, 19, Sch. 1 para. 41; S.I. 2010/495, art. 3(c) F12 Words in s. 99(3)(ca) substituted (5.4.2015) by Children and Families Act 2014 (c. 6), s. 139(6), Sch. 7 para. 39(b); S.I. 2014/1640, art. 7(t) (with art. 16) F13 S. 99(3)(cb) inserted (18.1.2020) by Parental Bereavement (Leave and Pay) Act 2018 (c. 24), s. 2(2), Sch. para. 27; S.I. 2020/45, reg. 2 100 Health and safety cases. (1) An employee who is dismissed shall be regarded for the purposes of this Part as unfairly dismissed if the reason (or, if more than one, the principal reason) for the dismissal is that— (a) having been designated by the employer to carry out activities in connection with preventing or reducing risks to health and safety at work, the employee carried out (or proposed to carry out) any such activities, (b) being a representative of workers on matters of health and safety at work or member of a safety committee— (i) in accordance with arrangements established under or by virtue of any enactment, or (ii) by reason of being acknowledged as such by the employer, the employee performed (or proposed to perform) any functions as such a representative or a member of such a committee, (c) being an employee at a place where— (i) there was no such representative or safety committee, or (ii) there was such a representative or safety committee but it was not reasonably practicable for the employee to raise the matter by those means, he brought to his employer’s attention, by reasonable means, circumstances connected with his work which he reasonably believed were harmful or potentially harmful to health or safety, (d) in circumstances of danger which the employee reasonably believed to be serious and imminent and which he could not reasonably have been expected to avert, he left (or proposed to leave) or (while the danger persisted) refused to return to his place of work or any dangerous part of his place of work, or (e) in circumstances of danger which the employee reasonably believed to be serious and imminent, he took (or proposed to take) appropriate steps to protect himself or other persons from the danger.
Load more

Recommended publications
  • Freedom, Law, and the Republic
    Scott, Paul Francis (2013) Freedom, law, and the republic. PhD thesis. http://theses.gla.ac.uk/4941/ Copyright and moral rights for this thesis are retained by the author A copy can be downloaded for personal non-commercial research or study, without prior permission or charge This thesis cannot be reproduced or quoted extensively from without first obtaining permission in writing from the Author The content must not be changed in any way or sold commercially in any format or medium without the formal permission of the Author When referring to this work, full bibliographic details including the author, title, awarding institution and date of the thesis must be given. Glasgow Theses Service http://theses.gla.ac.uk/ [email protected] Freedom, Law, and the Republic Paul Francis Scott LLB, LLM Submitted in fulfilment of the requirements for the Degree of PhD School of Law College of Social Sciences University of Glasgow July 2013 Abstract This thesis considers the question of human freedom through the lens of the revival of republican political theory that has taken place in recent decades. In its first part, it distinguishes between different strands of that revival and argues that one of these presents a variant of human freedom which more adequately captures the human condition than does the ideal of freedom traditionally endorsed by liberal thought. It then considers that question of freedom in relation to very fundamental questions of power, law, and the reasons for which we accept the existence of an organised public power in the first place, arguing that the individual finds himself trapped between, on one hand, threats to his freedom which are horizontal, emanating from private parties, and those which are vertical, arising from the apparatus of public power which exists in order to protect man from man.
    [Show full text]
  • United Kingdom Public Policy
    january 2010 global policy brief no.7 january 2010 united kingdom Public Policy Christina Purcell and Matt Flynn This policy brief discusses employment laws in the United Kingdom, with a particular focus on policies related to the employment of older workers, as it relates to the dimensions of the quality of employment framework. Rather than discussing all employment policies, this brief will highlight the most significant legislation in order to provide a general introduction to current policies as they relate to quality of employment in the United Kingdom. Ireland This brief includes four sections: United Kingdom • An in-country policy context introducing the reader to the policy background of the United Kingdom. France • A discussion of dimensions of quality employment, providing a policy overview TABLE OF CONTENTS of the major public policies affecting each dimension. The following matrix represents factors that impact the quality of employment. This brief discusses In-Country Policy Context 2 eight components in this matrix. Wellness, • Challenges and dilemmas: The Default Health & Policy Overview— 3 Safety Retirement Age, highlights the adoption Opportunities Protections Dimensions of for Development, Opportunities for Learning & Meaningful Work Quality of Employment of the default retirement age in the Advancement United Kingdom and the current debate Fair, Attractive Provisions for surrounding it. and Competitive Quality of Contextual Focus— 13 Compensation & Employment Security Benefits Employment & Predictabilities The Default Retirement Age • A brief conclusion on the implications of Promotion of Constructive policy for quality of employment in the Workplace Relationships at Flexibility Implications for 15 the Workplace United Kingdom. Culture of Respect, Quality of Employment Inclusion & Equity [email protected] 1 global policy brief no.7 in-country policy context Relative to other OECD countries, the UK has, until recently, solution comes with a high political cost, which is likely to been characterised as having low unemployment rates.
    [Show full text]
  • Employment Act 2008 (C.24) Which Received Royal Assent on 13 November 2008
    These notes refer to the Employment Act 2008 (c.24) which received Royal Assent on 13 November 2008 EMPLOYMENT ACT 2008 —————————— EXPLANATORY NOTES INTRODUCTION 1. These explanatory notes relate to the Employment Act 2008 which received Royal Assent on 13 November 2008. They have been prepared by the Department for Business, Enterprise and Regulatory Reform in order to assist the reader in understanding the Act. They do not form part of the Act and have not been endorsed by Parliament. 2. The notes need to be read in conjunction with the Act. They are not, and are not meant to be, a comprehensive description of the Act. So where a section or part of a section does not seem to require any explanation or comment, none is given. SUMMARY 3. The purposes of the Employment Act 2008 are summarised in the following paragraphs. They are diverse, repealing and amending existing legislation in the field of employment and trade union law. 4. In these notes the following abbreviations are used: Abbreviation Description Acas The Advisory, Conciliation and Arbitration Service AMW Agricultural Minimum Wage CFAVs Cadet Force Adult Volunteers EA 2002 The Employment Act 2002 EAA 1973 The Employment Agencies Act 1973 ERA 1996 The Employment Rights Act 1996 1 These notes refer to the Employment Act 2008 (c.24) which received Royal Assent on 13 November 2008 ETA 1996 The Employment Tribunals Act 1996 HMRC HM Revenue & Customs NMW National Minimum Wage NMWA 1998 The National Minimum Wage Act 1998 Statutory procedures Statutory workplace dispute resolution procedures TCEA 2007 The Tribunals, Courts and Enforcement Act 2007 TULRCA 1992 The Trade Union and Labour Relations (Consolidation) Act 1992 5.
    [Show full text]
  • The Employment Tribunals (Constitution and Rules of Procedure) Regulations 2013
    STATUTORY INSTRUMENTS 2013 No. 1237 EMPLOYMENT TRIBUNALS The Employment Tribunals (Constitution and Rules of Procedure) Regulations 2013 Made - - - - 28th May 2013 Laid before Parliament 31st May 2013 Coming into force for the purpose of regulations 1, 3 and 11 1st July 2013 for all other purposes 29th July 2013 £9.75 STATUTORY INSTRUMENTS 2013 No. 1237 EMPLOYMENT TRIBUNALS The Employment Tribunals (Constitution and Rules of Procedure) Regulations 2013 Made - - - - 28th May 2013 Laid before Parliament 31st May 2013 Coming into force for the purpose of regulations 1, 3 and 11 1st July 2013 for all other purposes 29th July 2013 The Secretary of State, in exercise of the powers conferred by section 24(2) of the Health and Safety at Work etc. Act 1974(a), sections 1(1), 4(6) and (6A), 7(1), (3), (3ZA), (3A), (3AA), (3AB), (3B), (3C) and (5), 7A(1) and (2), 7B(1) and (2), 9(1) and (2), 10(2), (5), (6) and (7), 10A(1), 11(1), 12(2), 13, 13A, 19, and 41(4) of the Employment Tribunals Act 1996(b), paragraph 37 of Schedule 6 to the Scotland Act 1998(c), and paragraph 32 of Schedule 9 to the Government of Wales Act 2006(d), makes the following Regulations. The Secretary of State has consulted with the Administrative Justice and Tribunals Council, and that Council has consulted with the Scottish Committee and the Welsh Committee, in accordance with paragraph 24 of Schedule 7 to the Tribunals, Courts and Enforcement Act 2007(e). (a) 1974 c. 37. (b) 1996 c. 17; by virtue of section 1 of the Employment Rights (Dispute Resolution) Act 1998 (c.
    [Show full text]
  • Fsc-Nra-Gb V1-0
    FSC National Risk Assessment For the United Kingdom of Great Britain and Northern Ireland DEVELOPED ACCORDING TO PROCEDURE FSC-PRO-60-002 V3-0 Version V1-0 Code FSC-NRA-GB V1-0 National approval National decision body: FSC UK Date: 22 June 2018 International approval FSC International Center: Performance and Standards Unit Date: 11 December 2018 International contact Name: FSC UK Email address: [email protected] Period of validity Date of approval: 11 December 2018 Valid until: (date of approval + 5 years) Body responsible for NRA FSC UK maintenance FSC-NRA-GB V1-0 NATIONAL RISK ASSESSMENT FOR THE UNITED KINGDOM 2018 – 1 of 170 – Contents Risk designations in finalized risk assessments for the UK ...................................................... 3 Background information ............................................................................................................. 4 List of experts involved in the risk assessment ......................................................................... 5 National Risk Assessment maintenance ................................................................................... 6 Complaints and disputes regarding the approved National Risk Assessment .......................... 6 List of key stakeholders for consultation ................................................................................... 7 Overview of UK forests ............................................................................................................ 10 Risk assessments ...................................................................................................................
    [Show full text]
  • Employment Act 2008
    Employment Act 2008 CHAPTER 24 CONTENTS Dispute resolution 1 Statutory dispute resolution procedures 2 Procedural fairness 3 Non-compliance with statutory Codes of Practice 4 Determination of proceedings without hearing 5 Conciliation before bringing of proceedings 6 Conciliation after bringing of proceedings 7 Compensation for financial loss National minimum wage etc 8 Arrears payable in cases of non-compliance 9 Notices of underpayment 10 Powers of officers to take copies of records 11 Offences: mode of trial and penalties 12 Powers to investigate criminal offences 13 Cadet Force Adult Volunteers 14 Voluntary workers Employment agencies 15 Offences: mode of trial and penalties 16 Enforcement powers 17 Offences by partnerships in Scotland Miscellaneous 18 Employment agencies and national minimum wage legislation: information 19 Exclusion or expulsion from trade union for membership of political party General 20 Repeals ii Employment Act 2008 (c. 24) 21 Extent 22 Commencement 23 Short title Schedule — Repeals Part 1 — Repeals relating to sections 1 to 7 Part 2 — Repeals relating to section 9 Part 3 — Repeals relating to section 10 Part 4 — Repeals relating to section 11 Part 5 — Repeals relating to sections 15 and 16 ELIZABETH II c. 24 Employment Act 2008 2008 CHAPTER 24 An Act to make provision about the procedure for the resolution of employment disputes; to provide for compensation for financial loss in cases of unlawful underpayment or non-payment; to make provision about the enforcement of minimum wages legislation and the application of the national minimum wage to Cadet Force Adult Volunteers and voluntary workers; to make provision about the enforcement of offences under the Employment Agencies Act 1973; to make provision about the right of trade unions to expel or exclude members on the grounds of membership of a political party; and for connected purposes.
    [Show full text]
  • Ljniversity Free State Universiteit Vrystaat
    I _ lJniversity Free State ·"""1'""11"111111111"...... 34300004748251111111"" 1"" 111111111111111·1111111111·"11111111111 Universiteit Vrystaat IN REGSVERGELYKENDE STUDIE VAN DIE MINIMUM PROSEDURELE VEREISTES VIR DIE BILLIKE ONTSLAG VAN IN WERKNEMER OP GROND VAN WANGEDRAG HENDRIK JACOBUS DEACON IN REGSVERGELYKENDE STUDIE VAN DIE MINIMUM PROSEDURELE VEREISTES VIR DIE BILLIKE ONTSLAG VAN IN WERKNEMER OP GROND VAN WANGEDRAG deur HENDRIK JACOBUS DEACON PROEFSKRIF voorgelê ter vervulling van die graad Doctor Legum in HANDELSREG in die FAKULTEIT REGSGELEERDHEID, DEPARTEMENT HANDELSREG, aan die UNIVERSITEIT VAN DIE VRYSTAAT PROMOTOR: Prof J V Du Plessis NOVEMBER 2010 Verklaring Ek, Hendrik Jacobus Deacon, verklaar dat die proefskrif wat hierby vir die kwalifikasie Doctor Legum aan die Universiteit van die Vrystaat deur my ingedien word, my selfstandige werk is en nie voorheen deur my vir 'n graad aan 'n ander universiteit/fakulteit ingedien is nie. Ek doen hiermee ook afstand van die kopiereg op die proefskrif ten gunste van die Universiteit van die Vrystaat. Handtekening Datum Erkenning en dankbetuigings Alle eer aan die Here wat my die geleentheid gegee het om hierdie droom te verwesenlik. Hiermee wil ek graag my opregte dank en erkenning uitspreek teenoor die volgende persone wat met hierdie studie gemoeid was: • Prof JV du Plessis as promotor vir sy waardevolle insette, opbouende kritiek en aanmoediging. • Marlie van Rooyen vir haar noukeurige taalversorging en raad. • My eggenoot, Tamari, en ons kinders, Franco en Suné, vir al julle liefde, opofferings, motivering, ondersteuning en geduld. • Die personeel aan die Fakulteit Regsgeleerdheid en al die assistente by die Departement Handelsreg vir raad, ondersteuning en hulp. • Familie en vriende.
    [Show full text]
  • Employment Act 2008
    Changes to legislation: There are currently no known outstanding effects for the Employment Act 2008. (See end of Document for details) Employment Act 2008 2008 CHAPTER 24 An Act to make provision about the procedure for the resolution of employment disputes; to provide for compensation for financial loss in cases of unlawful underpayment or non-payment; to make provision about the enforcement of minimum wages legislation and the application of the national minimum wage to Cadet Force Adult Volunteers and voluntary workers; to make provision about the enforcement of offences under the Employment Agencies Act 1973; to make provision about the right of trade unions to expel or exclude members on the grounds of membership of a political party; and for connected purposes. [13th November 2008] BE IT ENACTED by the Queen's most Excellent Majesty, by and with the advice and consent of the Lords Spiritual and Temporal, and Commons, in this present Parliament assembled, and by the authority of the same, as follows:— Dispute resolution 1 Statutory dispute resolution procedures In the Employment Act 2002 (c. 22), sections 29 to 33 and Schedules 2 to 4 (which make provision for statutory dispute resolution procedures) are repealed. Commencement Information I1 S. 1 in force at 6.4.2009 by S.I. 2008/3232, art. 2 (with art. 3, Sch.) 2 Procedural fairness In the Employment Rights Act 1996 (c. 18), section 98A (procedural fairness) is repealed. 2 Employment Act 2008 (c. 24) Document Generated: 2021-08-06 Changes to legislation: There are currently no known outstanding effects for the Employment Act 2008.
    [Show full text]
  • Enterprise and Regulatory Reform Act 2013
    Status: This version of this Act contains provisions that are prospective. Changes to legislation: There are currently no known outstanding effects for the Enterprise and Regulatory Reform Act 2013. (See end of Document for details) Enterprise and Regulatory Reform Act 2013 2013 CHAPTER 24 An Act to make provision about the UK Green Investment Bank; to make provision about employment law; to establish and make provision about the Competition and Markets Authority and to abolish the Competition Commission and the Office of Fair Trading; to amend the Competition Act 1998 and the Enterprise Act 2002; to make provision for the reduction of legislative burdens; to make provision about copyright and rights in performances; to make provision about payments to company directors; to make provision about redress schemes relating to lettings agency work and property management work; to make provision about the supply of customer data; to make provision for the protection of essential supplies in cases of insolvency; to make provision about certain bodies established by Royal Charter; to amend section 9(5) of the Equality Act 2010; and for connected purposes. [25th April 2013] BE IT ENACTED by the Queen's most Excellent Majesty, by and with the advice and consent of the Lords Spiritual and Temporal, and Commons, in this present Parliament assembled, and by the authority of the same, as follows:— PART 1 UK GREEN INVESTMENT BANK 1 The green purposes (1) The green purposes are— (a) the reduction of greenhouse gas emissions; (b) the advancement of efficiency in the use of natural resources; (c) the protection or enhancement of the natural environment; (d) the protection or enhancement of biodiversity; 2 Enterprise and Regulatory Reform Act 2013 (c.
    [Show full text]
  • (Commencement No. 1, Transitional Provisions and Savings) Order 2008
    STATUTORY INSTRUMENTS 2008 No. 3232 (C. 146) EMPLOYMENT The Employment Act 2008 (Commencement No. 1, Transitional Provisions and Savings) Order 2008 Made - - - - 15th December 2008 The Secretary of State, in exercise of the powers conferred by section 22 of the Employment Act 2008(a), makes the following Order: Citation and interpretation 1.—(1) This Order may be cited as the Employment Act 2008 (Commencement No. 1, Transitional Provisions and Savings) Order 2008. (2) In this Order: “the 1996 Act” means the Employment Rights Act 1996(b); “the 2002 Act” means the Employment Act 2002(c); “the Regulations” means the Employment Act 2002 (Dispute Resolution) Regulations 2004(d); and “the Act” means the Employment Act 2008. Commencement 2. Subject to article 3, sections 1 to 7 of, and Part 1 of the Schedule to, the Act shall come into force on 6th April 2009. Transitional provisions and savings 3. The transitional provisions and savings in the Schedule to this Order shall have effect. Pat McFadden Minister of State for Employment Relations and Postal Affairs 15th December 2008 Department for Business, Enterprise and Regulatory Reform (a) 2008 c. 24. (b) 1996 c. 18. To which there are amendments not relevant to this Order. (c) 2002 c. 22. To which there are amendments not relevant to this Order. (d) S.I. 2004/752. To which there are amendments not relevant to this Order. SCHEDULE Article 3 Part 1 Transitional Provisions and Savings 1. The following amendments and repeals made by the Act shall have effect subject to the provisions of paragraphs 2 and 3— (a) the repeal of sections 29 to 33, section 34(2), and of the definition of “statutory procedure” in section 40, of, and the repeal of Schedules 2 to 4 to, the 2002 Act; (b) the repeal of section 98A, and of the words “or 98A(1)” in sections 112(5)(a) and 120(1A)(a) of the 1996 Act; (c) the amendments to the Trade Union and Labour Relations (Consolidation) Act 1992(a); and (d) the amendment to section 124A of the 1996 Act.
    [Show full text]
  • Forest for All Forever
    FSC National Risk Assessment For the United Kingdom of Great Britain and Northern Ireland DEVELOPED ACCORDING TO PROCEDURE FSC-PRO-60-002 V 3-0 Version V 1-0 Code FSC-NRA-GBR V1-0 DRAFT National approval National decision body: FSC UK Date: XX MONTH 201X International approval FSC International Center: Policy and Standards Unit Date: XX MONTH 201X International contact Name: Owen Davies Email address: [email protected] Period of validity Date of approval: XX MONTH 201X Valid until: (date of approval + 5 years) Body responsible for NRA FSC UK maintenance FSC-NRA-GBR-DRAFT DRAFT NATIONAL RISK ASSESSMENT FOR THE UNITED KINGDOM 2018 – 1 of 117 – Contents Risk designations in finalized risk assessments for the UK ...................................................... 3 Background information ............................................................................................................ 4 List of experts involved in the risk assessment ......................................................................... 5 National Risk Assessment maintenance .................................................................................. 6 Complaints and disputes regarding the approved National Risk Assessment .......................... 6 List of key stakeholders for consultation ................................................................................... 7 Risk assessments ................................................................................................................... 10 Controlled wood category 1: Illegally harvested
    [Show full text]
  • Weekly Information Bulletin
    Contents House of Commons • Noticeboard ..........................................................................................................1 • The Week Ahead..................................................................................................2 • Order of Oral Questions .......................................................................................3 Weekly Business Information • Business of the House of Commons 17 – 21 November 2008 .............................4 Bulletin • Written Ministerial Statements.............................................................................6 • Forthcoming Business of the House of Commons 24 – 28 November 2008........7 • Forthcoming Business of the House of Lords 24 – 28 November 2008.............10 Editor: Mary Durkin Legislation House of Commons Public Legislation Information Office • Public Bills before Parliament 2007/08..............................................................12 London • Bills - Presentation, Publication and Royal Assent ............................................23 SW1A 2TT • Public and General Acts 2007/08 .......................................................................24 • Draft Bills under consideration or published during 2007/08 Session ...............25 TEL: 020 7219 4272 FAX: 020 7219 5839 Private Legislation [email protected] • Private Bills before Parliament 2007/08.............................................................26 www.parliament.uk • Draft Provisional Orders as at 21 November 2008.............................................29
    [Show full text]