Employment Law Updates

The National Minimum Wage and Living Wage 

The following statutory rates are effective from 1 April 2019:

• £8.21 per hour - 25 yrs old and over (the national living wage)
• £7.70 per hour - 21-24 yrs old
• £6.15 per hour - 18-20 yrs old
• £4.35 per hour - 16-17 yrs old
• £3.90 for apprentices under 19 or 19 or over who are in the first year of an apprenticeship.

Pension: Auto Enrolment Contributions

The planned increase 8% (3% employer) will take effect as from 6 April 2019

Statutory Sick Pay

The rate of statutory sick pay will increase from £92.05 to £94.25 per week, as from 6 April 2019.

Statutory Maternity, Paternity, Adoption and Shared Parental Leave Pay

The rate of Statutory Maternity, Paternity, Adoption and Shared Parental Leave will increase from £145.18 to £148.68 per week, as from 6 April 2019.

Changes to Payslips

Payslips must be given to all workers, including those on casual and zero hour contracts, as from 6 April 2019.

Increase in maximum penalty for aggravated breach

The Employment Rights (Miscellaneous Amendments) Regulations 2019 increases the maximum penalty from £5,000 to £20,000, as from 6 April 2019.

Changes in tax for termination payments above £30,000

Employers will be liable to pay Class 1A national insurance contributions on termination

payments above £30,000, as of 6 April 2019.

Right to contract of employment from day one

Employees are entitled to a written statement (contract of employment) from the first day of employment, as from 6 April 2020.

Amendment to mandatory information in contracts of employment

Amendments to mandatory information required within a statement of main terms and conditions to be introduced, as of 6 April 2020.

Holiday pay reference period change

The holiday pay reference period will change from 12 weeks to 52 weeks, as from 6 April 2020.

Parental bereavement leave rights

The new Parental Bereavement (Leave and Pay) Bill provides employees with the right to at least two weeks' leave after the death of a child, subject to terms and conditions. This comes into force from April 2020.

New legislation to watch out for:

• New rights for stable and predictable contracts
• Increase in continuous employment break
• Preventing employers deducting from tips
• Agency workers to be provided with key facts page
• Employment status clarification tests
• Tribunal sanctions for repeated breaches

 

Do you need further help with implementing these changes in the law? We can help you gain peace of mind and prevent exposing your business to any risks. Get in touch to find out how we can help.