EEF, the manufacturer’s organisation, has submitted its response to the Government’s call for evidence on compensated no-fault dismissal, and called for a refocusing on the areas of employment reform that will deliver genuine benefit for business.
Commenting, EEF Chief Executive, Terry Scuoler, said:
“We are concerned that the controversy over no-fault dismissal is distracting attention from the issues that really matter to business. The government has many good ideas on collective redundancy, employment tribunals, TUPE and compromise agreements and it now needs to get on with implementing them before moving any further on no-fault dismissal.”
EEF has issued its own action plan for employment reform, which includes:
- Accelerating plans to reduce the 90 day consultation period for collective redundancy 30 days.
- Delivering on commitments to reduce the number and length of Employment Tribunals by streamlining the process, making greater use of conciliation and requiring claimants to lodge fees ahead of making a claim.
- Simplifying TUPE regulations to allow employers to harmonise terms and conditions of employees a year after the transfer of the business has taken place.
- Helping employers to manage performance by introducing protected conversations which give employers a safe space to discuss performance issues with employees without triggering legal action and making it simpler to reach compromise agreements if the employment relationship has come to an end.
- Clarifying its plans for shared parental leave and ensuring that any such system is kept simple to operate.