The dating game

first_imgWill the DTI’s plan to introduce legislation on just two dates a year helpor hinder employers? Compiled by Simon KentGerald DawsonPrincipal personnel consultant, Rebus HRThe plans by the DTI to have two specific dates for the introduction of employmentlaw changes hold a number of advantages for an employer. However, it isessential the DTI ensures the introduction of this change does not preventproper consultation with the appropriate parties prior to the legislation beingintroduced. The new system should not be an excuse to rush through legislation,as this will limit an employer’s ability to understand the implications of theproposed changes and thus cause additional work and confusion. The change should allow employers to focus resources at specific times ofthe year. This means we will be able to identify what changes need to be madeto policies and procedures and these can then be communicated to the workforce.Standing dates could be entered into the respective line manager’s diariesto facilitate half-yearly updates on the changes and how they affect theirroles. At the moment, with piecemeal implementation and the increased use ofregulations rather than acts of parliament, it can be difficult for employersto keep track. The disadvantages will most likely focus on the number of updatesimplemented in one go. Widespread changes would place significant strains onresources, particularly if a key number of policies and procedures requireupdating and introducing within short timeframes. This may result in employershaving to prioritise and important areas may get pushed down the pecking order.From the outsourcer’s outlook, it would mirror what currently exists inrespect of payroll legislation. The clear advantage is it allows forwardplanning. As a result, manpower resources can be set aside to update all ourcustomer’s policies and procedures within the required timeframes. It is alsohoped that through having these policies and procedures on a central database,the time spent on updating can be minimised, allowing customers to benefit fromthe ‘economies of scale’ that an outsourced service can provide. The disadvantage is that where the service is tailored to individualcustomer requirements, the economies of scale factor would not be appropriateand this may have resource implications. Mike HindmarshHR president and company secretary, President Office FurnitureIt is a good idea, but will have avery limited impact. The benefit it brings will be offset by trying to rememberwhat you need to do. Giving two dates is really a halfway house – the datewhich is most appropriate for legislation changes is 6 April. If the DTI were to make all changes on that date, it would havea better impact, because employers would know everything happens on that dayalongside legislation on other issues such as tax and benefits. If the DTI wants to use fixed dates, it should limit that toareas where money-related changes are involved. HR and finance directors couldthen remember to make the necessary changes when required. Changes inemployment legislation have a different impact on different businesses, so forother areas of legislation, it is a matter of making sure it has been thoughtthrough.Roger Leek HR director, Fujitsu ServicesIn principle, it is a good idea. Theset dates will allow us to plan effectively for the roll-out of new legislationand arrange communications and training strategy for both HR teams andemployees. The annual statement provided each January with the changesplanned for that year will also help. We, like many other employers, have noofficial way of being notified about what is coming up, and are constantly onthe lookout in journals and liaising with our lawyers for advance warning ofchanges. We have also found the e-mail alert system from the DTI useful. However, the set dates for legislation do nothing to addressthe sheer volume of employment law organisations are forced to deal with. Wehave seen an approximately equal number of laws passed in the last five yearsas in the previous 25. Catherine Glickman HR director in involvement, TescoWe are in support of the two datesand believe it will help enormously. Having certain dates when we knowlegislation is coming in means we can be confident that we have coveredeverything required and can better manage those changes in the businesses. At the moment, we are very clear about when legislation takeseffect, but we are often waiting for codes of practice. The codes are where thedetail is and so they are as important to us as the legislation. I want to seethe legislation and codes aligned so that as employers, we are clear what weare implementing and when. Our personnel managers and stores will know thatrather than this drip of legislation throughout the year, everything will beimplemented on these two dates. Our one concern is that we may end up with enormous chunks oflegislation coming through at once. That could be an issue for us if we don’thave enough notice.Diane Sinclair Lead adviser on public policy, CIPD The DTI should regard this as a firststep in a series of changes needed to help increase awareness and understandingof new employment law among employers and workers. We are pleased the DTI has chosen two set dates for law to comeinto effect, broadly in line with our recommendations. The institute did notfavour a single date each year, which would likely put organisations underheavy pressure if a significant number of changes have to be implemented at thesame time. However, the DTI should bear in mind that the introduction ofnew law will be facilitated by buy-in from employers, so gaining their supportfor regulations is still critical. Fixed dates for implementation is one steptowards achieving this, but the DTI needs to build on this to help ensure wemaintain widespread compliance in the face of new laws. Related posts:No related photos. Comments are closed. Previous Article Next Article The dating gameOn 1 Jun 2003 in Personnel Todaylast_img

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