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Key Employment Law Changes from this April that HR Directors need to know: 👉Flexible Working: As of 6th April 2024, the right to request flexible working became a day one right for employees (previously you needed 26 weeks’ service). 👉Protection from Redundancy: The right to be offered a suitable alternative role where available (in priority over other employees) has now been extended to cover I) pregnant employees (from the date they inform their employer of their pregnancy) and ii) those returning from long-term family leave (i.e. maternity leave, adoption leave and statutory parental leave if over six consecutive weeks long). 👉Changes to Holiday Pay and Entitlement: Employers now have the option to calculate holiday pay and entitlement in 2 new ways for part-year and irregular hours worked (as defined in statute). The Government has published guidance on this on the gov.uk website. 👉Carers Leave: As of 6th April 2024, employees now have the right to take one week of unpaid leave per year to care for a dependant (certain criteria must be satisfied). This is a day one right. 👉Paternity Leave: Father and partners can now take their paternity leave in two non-consecutive blocks of one week within the first year after birth or adoption. 👉National Minimum Wage & National Living Wage: As of April 1st, 2024, the National Minimum Wage and National Living Wage rates have increased. Employers should ensure compliance with the new rates to avoid penalties. 👉Statutory Sick Pay (SSP) and Statutory Redundancy Pay (SRP): The SSP and SRP rates have also increased from April 6th, 2024. Employers must update their payroll systems to reflect this change. Employers should ensure that their relevant policies are updated to reflect these various changes. Keep up to date with Employment Law with Wellers Law Group. Get in touch with Nina Francis today to find out how she can help you: 📧 enquiries@wellerslawgroup.com #HRDirectors #employmentlaw #employmentlawyer #holidaypay 

This week it is expected that the draft Employment Rights Bill will be published, after the government promised to do so within 100 days of coming into power (10th October). The bill, which is said to be the most groundbreaking in terms of workers reforms in recent history, is expected to include several key areas, including: 📜Unfair dismissal - Employees will have the right to not be unfairly dismissed, and must have at least two years of continuous employment to make a claim. 📜Holiday pay - The ERA will provide a holiday pay reference period to calculate holiday pay for workers without fixed hours or pay. 📜Flexible working - Employees will have the right to request flexible working patterns. 📜Parental leave - updated right will include maternity, paternity, and adoption leave. 📜Wages - The protection of wages and prevention of employers making unlawful deductions from wages. 📜Notice - Both parties will have a duty to provide reasonable notice if they plan to terminate the employment contract. 📜Time off - Employees will have the right to take time off for various reasons, including caring for dependents, attending appointments, and performing employee representative duties. 📜Statement of terms - Employees will have the right to receive a Statement of Particular Employment Terms before or on their first day of employment. 📜Jury service - Employees will have the right to paid leave for jury service. 📜Whistleblowers - The ERA will provide greater protection for whistleblowers. Observers are suggesting that the bill could take years to fully implement, with stages set for each piece of legislation to be discussed and reviewed over the current parliament. UK bill giving millions workers’ rights from day one to be tabled next week – report

Major changes coming to UK sick pay and employment rights. 🤯 The government is set to announce the Employment Rights Bill this week (likely to be published on 10 October), which introduces significant changes for the workplace! It's expected that we'll see the following changes: 1️⃣ Sick pay from day one: Over 7 million workers will be entitled to statutory sick pay from their first day of illness, rather than the fourth. 2️⃣ Maternity leave rights: Women can give notice for maternity leave on their first day of employment without risk of dismissal. 3️⃣ Zero-hours contracts: These may be banned if deemed "exploitative". 4️⃣ Regular hours contracts: Employees could have the right to a contract reflecting their regularly worked hours. However, the 'right to switch off' is not expected to be included in the bill. While unions generally support these changes, business groups express concerns about implementation challenges, particularly for SMEs. 👀 As an experienced recruiter, it's crucial to monitor these evolving employment rights closely, as they will influence workplace dynamics and hiring strategies moving forward. What's your take on these proposed changes? 💭 How might they affect your industry or clients? Share your thoughts below! 👇 #EmploymentRights #UKLaw #SickPay #MaternityRights #WorkforcePolicy #EmploymentUK #RecruitmentTrends #Recruitment #TalentMarket #ZeroHours #SMEs #SourcingTalent #HR

As the clock strikes midnight tonight there are changes to be aware of in the world of #employmentlaw The changes include: · Extended protection from #redundancy for employees who have taken time off on some family-related leave. · Carers leave of up to one week (unpaid) when providing long term care for a dependant. · The right to make a flexible working request from day one of employment · Flexibility in how and when paternity leave can be taken. · Changes to the way holiday pay is calculated for those working irregular hours or parts of the year. Most of the above areas are likely to be referred to in staff handbooks or HR policies - time for a spring clean of those policies which may be gathering dust! Feel free to get in touch to discuss how the team at HM3 Legal can help you refresh your policies and employment contracts. Don't worry if you don't have policies in place, we can help create bespoke HR policies too. #employmentlaw #employmentlawyer #employmentlawupdates #employmentlawchanges #employmentlawexpert #legalupdates #flexibleworking #maternity #paternity #adoptionrights #HR

The proposed Employment Rights Bill in the UK, introduced by the Labour government, represents a significant shift in worker protections and employment law. Here are some key aspects of the bill: ⚜️ Immediate Worker Protections: The bill aims to provide parental leave, sick pay, and protection from unfair dismissal from the first day of employment for all workers. This marks a substantial change from previous regulations where such rights were often contingent on a minimum period of service. ⚜️Zero-Hours Contracts and Fire-and-Rehire Practices: The legislation seeks to ban exploitive zero-hours contracts and the controversial practice of "fire and rehire," where employees are dismissed and then rehired under less favorable terms. ⚜️Flexible Working and Sick Pay Reforms: The bill includes provisions for flexible working arrangements to be available to all employees, along with reforms to sick pay, aiming to improve living standards across the country. ⚜️Impact on Businesses: While the bill is seen as a "game-changer" for workers, it has raised concerns among businesses about potential increases in hiring costs and administrative burdens. Some industry voices have expressed fears that these changes could stifle business growth. ⚜️Political Context: The bill is part of Labour's broader agenda to enhance workers' rights and is described as the biggest upgrade in employment rights in a generation. However, some proposed measures, like the "right to switch off" (preventing employers from contacting staff outside working hours), may not be included in the final bill. Bishopsgate Group #payroll #employmentrightsbill

April is a busy month for employment law changes! Here's a quick summary: 1. Flexible Working Employees now have the right to request flexible working from day one of employment. 2. Leave Entitlements for Carers Employees providing or arranging care for a dependent with long-term care needs are entitled to one week’s unpaid leave per year. 3. Redundancy Protection for Parents New protections against redundancy are in place for individuals who are pregnant or have recently returned from parental leave. 4. Changes to statutory payments This includes increases to National Minimum Wage, National Living Wage, Family Friendly Statutory Payments and Statutory Sick Pay 5. TUPE & Holiday Pay Businesses must now calculate holiday accruals for irregular-hours and part-year workers at 12.07% of hours worked in the previous pay period, including rolled-up holiday pay, in the case of of TUPE transfers. These changes introduce significant changes to flexible working rights, holiday pay calculations, carer leave entitlements, and redundancy protections. You will need to make sure your policies are updated (we can help if you need it!). There are more changes to come this year so if you want to stay ahead, sign up to my monthly HR insights email. You can find the link in the featured section of my profile. #workplaceculture #smallbusiness #startup

The planned overhaul of Workers' Rights is not here.... yet. So, let's not panic as recruiters - we don't need to have swallowed an employment law degree by lunchtime. The Employment Rights Bill is set to be laid before Parliament today. There are 28 measures in the bill, most of which will be subject to further consultation and will not take effect before autumn 2026. - - - - - - - - - Incidentally, as a R2R, looking at it through the lense of my sector - which in a nutshell is a performance related / sales sector - the ones which immediately jump out out to me, affecting the recruitment consultancies in terms of their own employees .... ❗ Flexible working requests ❗ New statutory probation period for new hires ❗ Unfair dismissal rights from day one of employment - - - - - - - - - We're going to need to get our head around it at some point - and we thought dealing with hybrid working was "a biggie"! So here's the headlines 👇 🔸 The existing two-year qualifying period for protections from unfair dismissal will be removed and workers will have them from their very first day in a new job. 🔸 Statutory sick pay (SSP): Workers will be entitled to SSP from the first day they are ill, rather than the fourth day 🔸 Lower earnings limit for SSP: Currently, workers earning less than £123 per week cannot claim SSP. This limit will be removed but the bill will set out a lesser level of sick pay for lower earners 🔸 Paternity leave: Fathers to be eligible from day one of employment, instead of 26 weeks 🔸 Unpaid parental leave: Parents to be eligible from day one of employment, instead of one year 🔸 The government will also consult on a new statutory probation period for new hires. 🔸 Unpaid bereavement leave: To become a "day one" right for workers 🔸 Flexible working: Bosses will be expected to consider any flexible working requests made from day one, and say yes unless they can prove it is unreasonable 🔸 Zero hour contracts; The bill promises to outlaw exploitative zero hours contracts, by offering workers the right to guaranteed hours. And there you have it. It's planned. It's not here yet. But it's on it's way.

Now we've come to the end of April already, it's a good time to double check whether your business has taken the necessary steps to comply with the latest employment law changes. There have been quite a few actions to undertake this month, including: 💰 Reviewing your pay rates to conform to the increases in National Living Wage and Minimum Wage (including the change to the age threshold), as well as increases to statutory payments such as sick pay and family related leave. 😎 Consulting with staff working variable hours about changes to holiday pay. The reintroduction of the 12.07% rule makes life much simpler! 👭 Introducing Carer's Leave for all staff and trained managers on how to handle requests, as well as updating handbooks and contracts. 🤱 Noting changes to redundancy protection for employees who are pregnant or returning from maternity leave. 👶 Updating your paternity leave policy to reflect new rules ⚖ Updating your flexible working policy to reflect new rules and training managers on how to handle requests. It's also worth getting ahead and thinking about changes coming up later this year, including (among other things) new proactive duties to prevent harassment, plus new laws on tipping/service charge for the hospitality sector. For further details about the latest employment law changes, have a read of our article about what's already come into force and what's still to come up during 2024: https://lnkd.in/eiJhx78c If this all sounds a bit too much like hard work, why not make your life easier and book an HR Health Check with us? We will ensure your contracts, handbooks and policies are right up to date. #EmploymentLaw #Wiltshire #HRConsultancy #OutsourcedHR

Employment Law changes are on the horizon. Employers, are you ready? Employment Partner, Nigel Targett, summarises the changes which are due to come into effect on 1st April. Here are the headlines: ⭐ Eligible employees will be able to take Statutory Carer’s Leave from their first day of employment ⭐Flexible working requests will become more accessible ⭐Legal protection from redundancy will be extended for pregnant employees ⭐Employees working irregular hours will accrue holiday entitlement ⭐National minimum wage rates will rise and the 21-22 age band will be withdrawn ⭐Fathers will have greater flexibility over when they can take Paternity Leave Read our article to find out more about these changes and how you can prepare for them. https://lnkd.in/eWBrFP3H #employmentlaw

🚨 The Employment Rights Bill: What Are Your Thoughts? 🚨 The newly proposed Employment Rights Bill has certainly caught the attention of HR professionals across the UK. With its ambitious reforms aimed at strengthening workers' rights, this Bill could bring significant changes to the way we manage and support our teams. 🔍 Key Highlights: Day one protection for unfair dismissal – From day one, employees will be safeguarded against unfair dismissal, with transparent probationary periods still in place. Zero-hours contracts – A ban on "exploitative" zero-hours contracts, ensuring workers have contracts that reflect their regular hours. Shift change rights – Workers will gain the right to reasonable notice and compensation for shifts that are cancelled or shortened last minute. Fire and rehire – Stricter rules on fire and rehire practices, with tougher penalties for breaches. Parental leave from day one – Parental leave will be a right from the first day of employment. SSP reforms – The three-day waiting period for Statutory Sick Pay (SSP) will be scrapped. Default flexible working – Flexible working will be the norm, unless it’s not reasonably feasible for employers. These are just a few of the changes on the horizon.. 🤷♀️ Are you ready ? Do you have the band-with internally to deal with it all ? 💬 What are your thoughts on these proposed changes? How are you planning to adapt to these potential new rules? Keen to know Let's have a ☕ and a chat to see how I can support you. #EmploymentRights #HR #LabourLaw #FlexibleWorking #UKEmploymentLaw #HRCommunity #humanresources #ER #employeerelations #changesinemploymentlawuk