Post 6th of April 2020 all new starter employees have a day one right to a contract of employment. Previously you had 8 weeks to provide a new starter with a contract. Now it must be given on the first day, if not before.
In addition to the previous Section 1 employment particulars requirements, all statement of terms/contracts of employment must include:
These changes/additional clauses need to be inserted in to the contracts of all employees that start work on, or after 6th April 2020. Anyone exchanged on a contract before 6th February 2020 does not need to be issued with a new contract, compliant with the new requirements, unless the employee/worker asks for an updated and compliant contract, or an event occurs that means a new contract needs to be drawn up, such as a promotion, or change/amendment of terms. This request for an update does not have to be in writing.
From the 6th April 2020 after the 12 week qualifying period an agency worker will be entitled to the same pay as an employee.
Furthermore by 30th April 2020 these workers must receive written confirmation from the agency to confirm the change in salary.
Finally, if an agency worker is engaged after 6th April 2020 then they must be provided with key information setting out their terms of engagement, consideration may also be given to reviewing the status and contracts held by existing agency workers.
As of the 6th April 2020 the holiday pay reference period is expanded from 12 weeks to 52 weeks.
To be clear an employer will not count any weeks where the employee/worker did not work/get paid, only counting 52 weeks of work/receiving pay.
The employer will then average out the pay.
This calculation needs to be completed every period of annual leave.
This is a new statutory leave provision introduced as of 6th April 2020, and now needs to be included in all new contracts of employment.
The statutory entitlement is 2 weeks paid leave following the loss of a child under the age of 18, or a still birth after 24 weeks of pregnancy. The leave can be taken in 1 block or broken down into 2 lots of 1 weeks bereavement leave. The full entitlement must be taken with 56 days of the death of the child.
This leave is in addition of any other statutory or discretionary leave available to the employee such as sick leave or compassionate leave.
If the bereaved individual has been employed for 26 weeks continuous service, and earns on average £120 p/w before tax, then they will be entitled to Parental Bereavement Pay.
The current rate of Parental Bereavement Pay is whichever is lower of:
The term parent under the legislation has a broad definition. It includes:
Please use this link to download our factsheet, detailing the information above. Further information is available on the .gov website.
If need guidance on how to add this information to your employment contracts or if you would like us to review them for you, email us at email@example.com.
Every local authority in England has now received the full amount of grant funding they need to support local businesses.
Eligible businesses will be contacted by their local authority, though some local authorities have decided to operate an applications process. Any enquiries on eligibility for, or provision of, the grants should be directed to the relevant local authority. To find your local authority, use this search tool.
There are two grants available, each with their own eligibility. Click each link for more information.
Prepare your business for the new General Data Protection Regulations (GDPR) that are replacing the Data Protection Act of 1998 from 25th May 2018. The new EU General Data Protection Regulation is the most important change in data privacy regulation for 20 years.
The new regulations are vast and how they are to be implemented will be bespoke to each business.
If you are experiencing problems downloading this guide you can obtain a PDF version here.
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The Responsible Business Workbook is designed to help organisations work through the requirements of the Responsible Business Standards. Created with the Organisation for Responsible Businesses.
This is only a preview and can be obtained in hard copy only via our Membership Advisors. There is a charge for this guide.