Information overload is a condition often experienced by those working in the field of human resources, due to the continuously evolving nature of employment law. In order to remain abreast of changes that are integral to the smoothing running of each and every business that employs staff, many make the decision to enlist invaluable external assistance from employment law and human resources consultancies.
Businesses regularly find such services deeply beneficial. By relying on objective experts to keep a firm eye on the latest developments and workplace implementation, business owners and their internal human resources representatives are freed up to get on with the daily running of the business.
An enormously important role that external human resources providers fulfill is that of ensuring that the businesses with which they work avoid employment tribunal situations. Should employment tribunal action be instigated by current or ex staff members, sector specific experts offer professional guidance and preparatory help ahead of hearings.
Therefore, it is unsurprising that professional human resources suppliers are already across the forthcoming changes to employment tribunal procedures relating to unfair dismissals. The current three month time limit following the date of dismissal in which ex employees are entitled to instigate action will remain unchanged. However, as from April 2012, ex employees must have worked in the same job for two consecutive years in order to be entitled to take legal action, rather than the current one year.
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Orignal From: Keeping Up To Date With Employment Tribunal Changes
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