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Pod 6, The Engine Rooms, Station Road
Chepstow
Monmouthshire

01633 730907

For more than 10 years we have provided companies of all sizes and in a variety of sectors with uncomplicated, innovative and affordable human resources advice and on-site support ensuring that your people are an asset to your company and not a liability.

News

With the National Minimum Wage (NMW) now almost fifteen years old, and with another increase pending on 1st April 2017 HMRC have issued a list of the most elaborate excuses they've been given by employers for not paying the appropriate rates:

HR/Employment Law Update

Alan Kitto

The beginning of April and October are the two dates each year where changes to employment law take place although with the Government having been focused on Brexit and latterly COVID-19, there have been no major changes to report.

From the start of April, National Minimum Wage and National Living Wage rates have all increases, as have the rates for Statutory Sick Pay, Statutory Maternity Pay, Statutory Paternity Pay, Statutory Adoption Pay and Statutory Shared Parental Leave Pay. Compensation limits for Employment Tribunal claims for unfair dismissal have increased to, as has the value of a weeks pay for statutory calculation purposes.

See our previous news item for more information.

What changes are on the horizon?

2022 could turn into an incredibly busy year for HR, with a number of changes set to be put in motion without a concrete date. These include:

  • Flexible Working – following a consultation, the Government is considering the option to allow employees to request flexible working from day one of employment (at the moment they need 26 weeks service)

  • Ethnicity and Disability Pay Gap Reporting – 2022 could see the first real step towards standardising this type of report (this is likely to be limited to larger employers initially as is the case with Gender Pay Gap Reporting)

  • Data Protection – the ICO is due to issue updated employment practice guidance on data this year.

  • Sexual Harassment – A new duty for employers to prevent sexual harassment in the workplace is expected to come into force this year.

  • Right-to-Work Checks – The scheme became digital as a result of the pandemic, and was met with overwhelming positive feedback. As a result, the Government is set to make the change permanent later this year.

  • Modern Slavery – Reforms to the Modern Slavery Act are expected late this year. When this happens, you may need to review your anti-slavery statements.

If you have any questions or need any further information, please give us a call.