Carey Olsen's summary of the provisions of the Regulations
and what they mean for employers can be accessed
Much has been written about age discrimination and the supposed
burden which the new legislation imposes on employers. One good
news story which has been reported in recent weeks concerns a study
by the Lancaster University Management School of more than 400
McDonald's restaurants. The study reported significant benefits
from employing employees over 60. The research (summarised
helpfully here by the Employer's Forum on Age)
reported a number of benefits from employing older workers,
Over two thirds of respondents (69%) said later life workers
empathise with and connect well with customers
Almost half (47%) cited later life workers' ability to go
the extra mile to deliver the best possible customer service
44% believed later life workers brought mentoring skills to the
workplace, helping younger colleagues develop and mature
Changing demographics will mean that most if not all employers
in Jersey will in see a shift in the age profile of their
workforces over the next 10 years. As the Lancaster
University/McDonalds research demonstrates, there is often a strong
business case for embracing age diversity – a case which may
not always be immediately apparent to employers.
Outlawing discrimination is of course laudable and provides
vital protection to often vulnerable employees. However, the real
gains for employers lie in embracing diversity and making it work
for everyone - the priority should not be to shut anyone out of the
workforce but rather to encourage employers to find skilled workers
wherever they may be, irrespective of race, gender, sexual
orientation, religion, disability - or age.
Amendment to the Maximum Weekly Wage for Redundancy
Under Article 60C of the Employment (Jersey) Law 2003, the
maximum weekly wage figure for redundancy calculation purposes
tracks the mean average weekly earnings published by the Statistics
Unit of the States of Jersey. The latest data (available here) shows that the mean average weekly
earnings of full-time equivalent employees at
Ł700 per week. The data was published on 26
August 2016 and applies for calculation purposes a month later
– whilst the language in the law about the timeframe is less
than clear, we would recommend that the new figures should be used
for effective dates of termination falling on or after 25
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guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
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The Ministry of Human Resources has recently issued a string of new ministerial resolutions and decrees designed to address gaps in the employment regulatory framework and reinforce existing legislation...
Restraints of trade in the employment contract are quite often not given the attention they deserve until the time comes when the employer is under threat by a former employee and enforcement action is required to protect the business.
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