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February, 2019

The new trend of working outside of employment

Posted on: February 21st, 2019 by Ginny Hallam

Whether you call it ‘side-hustling’, ‘working away’ or ‘moon-lighting’, employees choosing to work outside of core employment looks here to stay. You have some choices to make – embrace entrepreneurial employees or stop the side-hustling.

If you’re in the camp that it’s cool to be conscientious, we’ve created a policy to help protect your business whilst allowing entrepreneurial spirit to flourish inside and outside of work. Here are our thoughts…

Don’t be a ‘buzzkill’
Reflect reality. Think – employees pursuing their passions through a ‘side gig’ are more likely to be positively productive during working hours.

If they’re delivering in their roles and are aligned with your vision and values, embrace an evolving workforce.

Be interested
Chat with colleagues about their outside interests. Having open and honest conversations means you can support whilst also identifying business and safety risks with working outside of core hours.

Fear of reprisal, lack of support and effects on career prospects are often reasons for individuals failing to disclose work beyond your employment.

Pep up your policies
Introduce or update your policies in respect of working outside of your employment and train managers to implement them.

Click here if you’d like to access our ‘working outside of employment’ policy as part of Intelligent Employment.

Employment law 2019 – what’s on the horizon?

Posted on: February 13th, 2019 by Ginny Hallam

Here’s what you need to know about the next 12 months…

29 March – departure form the EU
• At the moment….EU citizens will retain the right to live and work in the UK until June 2021 beyond which they’ll need to have obtained ‘settled status’.

1 April – wage increase
• The national living wage (the statutory minimum wage for those 25 and over) will increase from £7.83 to £8.21. Click here to see the wage increases for apprentices and those between 16-25.

4 April – gender pay gap report
• The second round of reports will be due for businesses with over 250 employees. Heightened scrutiny is expected – support your report with a robust narrative and metrics.

6 April – itemised pay slips
• For all workers, not just employees.

7 April – new statutory rates
• Statutory sick pay will increase from £92.05 to £94.25 per week. Statutory maternity, paternity, shared parental pay and adoption pay will also increase from £145.18 to £148.68 per week.

Yet to set a date…

May – holiday pay calculations
• The Court of Appeal will decide whether you need to include voluntary overtime in the calculation of holiday pay.

Summer – post-termination restrictions
• The Supreme Court is to hear a case on non-compete post-termination restrictions – a useful reminder hopefully as to their enforceability (or otherwise).

Summer – record keeping
• Subject to the UK’s relationship with the EU we need to start keeping detailed records of all employees’ working time, pending the decision by the European Court of Justice.

Autumn – employment status
• The final case in the long-running Uber battle – are their drivers ‘workers’ or self-employed. The outcome may require a ‘worker status’ audit across your business.

Good Work Plan – April 2020
• A number of changes will take effect – all workers (not just employees) will have the right to an employment contract on day one, those on zero-hours contracts will be able to request for a more stable working pattern, and the reference period for calculating holiday pay will extend to from 12 to 52 weeks.

Tribunal fees
When the Government announces the re-introduction of employment tribunal fees we’ll be sure to let you know!

If you want more information on the above get in touch.