Our latest Employment Law update was issued last week by email, the headlines are below.
Updates to Statutory Pay Rates
From 1st April 2019, a number of Statutory Pay Rates will go up as explained below. This information is particularly important to you if you have apprentices who are paid the apprenticeship rates, if you’re paying minimum wage for any roles or when you have a member of staff taking statutory entitlement to leave such as sickness, maternity, paternity etc.
For any questions about increasing statutory pay rates or anything employment-law related, please get in touch using the link below.
With the month of April comes a number of employment law updates that all employers need to be aware of and to make sure that you’re planning and accounting for them. We provide an Employer Quick Reference Guide April 18 which captures the key information you need in one accessible document. Please feel free to pass this on to colleagues or other business contacts who may find it useful.
Statutory Rate Increases
The main points relate to increases to statutory rates as follows:
Maternity, Paternity and Adoption Pay – £145.18 per week;
Sick Pay – £92.05 per week;
Redundancy pay – the cap on a week’s pay increases to £508 from 6th April.
National Minimum Wage Increases
|National Minimum Wages from Apr 18|
|Employees aged under 18 & no longer compulsory school age||£4.20/hr|
|Employees aged 18 – 20||£5.90/hr|
|Employees aged 21 – 24||£7.38/hr|
|Employees aged 25+||£7.83/hr|
From the 6th April 2018 there will be changes to Workplace Pension Contributions.
The minimum amount that both you and your employee contribute will be going up as follows:
|Date effective||Employer minimum contribution||Staff contribution||Total minimum contribution|
|Currently until 5 April 2018||1%||1%||2%|
|6 April 2018 to 5 April 2019||2%||3%||5%|
|6 April 2019 onwards||3%||5%||8%|
Both employer and employee can pay more into the scheme as long as the minimum total is met. If you do pay more into the scheme, the employee can pay less as long as the total minimum is met.
What else is new?
General Data Protection Regulation (GDPR) – I mentioned this in my last newsletter and we are also writing about this topic in other blog posts for your reference. This will impact on every business to a greater or lesser extent so we all need to be up to speed and know exactly what we need to do.
Mental Health at Work – this is still a huge topic for 2018 and beyond and we’re seeing more and more issues with people being signed off for various mental health related reasons and we’re also working with more businesses who want to understand what they need to do and how they can support their staff and their well-being. For more information on this, please do get in touch or if you’d like to read more about what Mind, the mental health charity have to say, visit their website here.
Brexit and Employment Law – obviously this is going to be a long and complex negotiation between the UK and the EU so predictions as to the impact on employment law are scarce just at the moment. However we do know that action is underway to ensure that our existing employment legislation will continue to operate post Brexit so we’re not currently anticipating huge changes in this area. Don’t quote us on that though!
Please don’t hesitate to contact us with questions on any of the above and if you’d like to receive our regular newsletter, let us know!