What does the Employment Rights Act 1996 cover?

Employment Rights Act 1996 (1996 c 18) An Act to consolidate enactments relating to employment rights. This Act covers areas such as unfair dismissal, redundancy payments, protection of wages, zero hour contracts, Sunday working, suspension from work, flexible working and termination of employment.

How are employees defined according to the Employment Rights Act 1996?

(1)In this Act “employee” means an individual who has entered into or works under (or, where the employment has ceased, worked under) a contract of employment. (b)in relation to a worker, means employment under his contract; and “employed” shall be construed accordingly.

How do I write a letter asking for flexible working hours?

I would appreciate your response to this request and am happy to discuss this matter at a time that is convenient. I am willing to discuss possible alternatives to the arrangements I have outlined and I am also willing to work with you to make sure that this arrangement works effectively for both the business and me.

Does the Employment Rights Act 1996 apply in Northern Ireland?

In Northern Ireland these provisions do not apply and compromise agreements are still used. The Statutory limits on payments and awards made because of breaches of the Trade Union Labour Relations Act 1992 and the Employment Rights Act 1996 do not apply in NI, which sets its own rates.

Who does the employment Rights Act protect?

All your employees are protected by the Employment Rights Act 1996, as amended, against suffering any harm because of any reasonable actions they take on health and safety grounds. This applies regardless of their length of service.

What does the Employment Rights Act 1996 say about redundancy?

A worker can be made redundant if the reason for their dismissal is that the employer needs fewer employees to do a particular kind of work, or to work in a particular location. This technical definition of redundancy is found in section 139 of the Employment Rights Act 1996 (ERA).

Do you have to give a reason for flexible working?

The right to request flexible working is no longer limited to requests made for the purpose of enabling the employee to care for someone and there is no requirement on the employee to set out their reason for making the request. That does not mean, however, that the reason for the request is irrelevant.

Can my employer change my flexible working agreement?

Some employees may ask, “Can my employer change my flexible working agreement?” The short answer is no. You don’t have the right to ask an employee to revert to their previous working arrangements. If you agree on a statutory request, it would form a permanent change to your contract that by law you have to stick to.

What law applies in Northern Ireland?

The current statute law of Northern Ireland comprises those Acts of the Parliament of the United Kingdom that apply to Northern Ireland and Acts of the Northern Ireland Assembly, as well as statutory instruments made by departments of the Northern Ireland Executive and the UK Government, Acts of the Parliament of …

What is the Fair employment and Treatment Northern Ireland Order 1998?

The Fair Employment and Treatment (Northern Ireland) Order 1998 (as amended) is modelled on Britain’s anti-discrimination legislation. It is unlawful to discriminate in supplying goods, facilities or services, or in providing university or further education as well as employment.

What are the duties of an employer under section 80F?

(1) An employer to whom an application under section 80F is made— (a) shall deal with the application in a reasonable manner, (aa) shall notify the employee of the decision on the application within the decision period, and (b) shall only the refuse the application because he considers that one or more of the following grounds applies—

Are there outstanding changes to Employment Rights Act 1996?

There are outstanding changes not yet made by the legislation.gov.uk editorial team to Employment Rights Act 1996. Any changes that have already been made by the team appear in the content and are referenced with annotations.

When is an application under section 80F withdrawn?

(1D) An application under section 80F is to be treated as having been withdrawn by the employee if— (a) the employee without good reason has failed to attend both the first meeting arranged by the employer to discuss the application and the next meeting arranged for that purpose, or

What are the regulations for flexible working in the UK?

An application from an employee should be first made to the employer. It must comply with the requirements of the Employment Rights Act 1996, section 80F and regulation 4 of the Flexible Working Regulations 2014.