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March, 2020

We’re now part of the AdviserPlus Group

Posted on: March 31st, 2020 by Ginny Hallam

We’re delighted to share some exciting news – Halborns is now part of the AdviserPlus Group.

AdviserPlus is a leading provider of technology enabled specialist HR services and believe in enabling HR leaders to make a greater impact across their organisations by improving people and business performance.

We were looking for the ability to provide a greater range of people-related services, and a chance to invest in our continued innovation and we thought the AdviserPlus group was a great match. We’re still very much Halborns; still the same great team and have the same ambitions to proactively deliver solutions-focused advice, we’re now just part of an HR group with a greater range of services and support to offer you.

We look forward to you joining us on the next chapter of our journey.

About AdviserPlus

Founded in 2001 and employing over 250 HR professionals, they have significant experience and specialist expertise that brings a unique perspective to HR transformation. They help HR leaders turn people data into clear, meaningful insights; improve productivity, ER consistency, and people performance; and gain access to world-class people expertise, coaching and advice.

AdviserPlus has an extensive client base including Post Office, Sainsbury’s, Network Rail, United Utilities and the NHS. Find out more at adviserplus.com and follow them on LinkedIn, Facebook and Twitter.

Executive People Update

Posted on: March 30th, 2020 by Ginny Hallam

As part of keeping you in our focus during the coronavirus crisis, our executive people update ensures you’re on top of the latest changes in legislation, case law and employment law trends. Click here for more information about how we can support you to manage the latest changes.

Coronavirus and holiday carry over

Employees who’ve not been able to take all their statutory annual leave entitlement due to COVID-19 will be entitled to carry up to four weeks unused leave into the next two leave years. The Working Time (Coronavirus) (Amendment) Regulations 2020 ensure that employers can offer flexibility in the future if granting leave now would leave them short-staffed, as well as ensuring workers aren’t losing out on their entitlement due to the virus.

We’re still trying to work out whether employees continue to accrue holiday during furlough leave and whether they can take holiday whilst furloughed. We’ll update you as soon as we have an answer (hopefully tomorrow).

Can employees insist they’re furloughed?

In short, no. It’s your choice as to who you designate as a furloughed employee. That being said, usual employment law still applies so make sure selection criteria is fair, objectively justified, non-discriminatory and communicated. Click here if you’d like to discuss in more detail.

IR35 reforms – suspended

The reforms due to come into force on 6th April 2020 will now be suspended until 6th April 2021 due to the ongoing coronavirus crisis.

Gender Pay Gap Reporting – suspended

The Government Equalities Office and the Equality and Human Rights Commission have decided to suspend gender pay reports for this year to reflect the unprecedented pressure on businesses and organisations at this time. If you’ve already collated your date and created a narrative, it’s still possible for you to voluntarily publish your data.

Good Work Plan – 6th April 2020

A reminder of the changes still due to take place on 6th April:

*Employment contracts to be issued on, or before day one for all new starters

*Employment contracts for all new starters to include:

  • Days of the week the worker/employee is required to work
  • Whether working hours are variable and how this will be determined
  • Any paid leave the worker/employee is entitled to
  • Details of all remuneration and benefits
  • Details of any probationary period
  • Training entitlement (whether this is mandatory or paid for by the worker/employee)

*Holiday pay reference period extending from 12, to 52 weeks

We’ve created ‘starter’ and ‘complete’ support kits to help you deal with the challenges these uncertain times present. Click here to find out how we can support you and your business.

Executive People Update

Posted on: March 19th, 2020 by Ginny Hallam

As part of keeping you in our focus, our exec people update ensures you’re on top of the latest changes in legislation, case law and employment law trends. Click here for more information about how we can support you to manage the latest changes.

Dates for your diary

23rd March 2020 – National Well-Being Week

1st April 2020 – Stress Awareness Month

6th April 2020 – Good Work Plan changes to include:

  • Employment contracts to be issued on, or before day one
  • Holiday pay reference period extended from 12, to 52 weeks
  • Employment contracts for new starters to include additional provisions – click here to see what they are.

IR35 reforms postponed 

The chief treasury secretary announced earlier this week that the IR35 tax reforms will be delayed until 6th April 2021 due to the ongoing coronavirus outbreak.

Employment tribunal compensation limits increase

For all dismissals on or after 6th April 2020, a week’s pay increases from £525 to £538 for basic awards and statutory redundancies. The maximum compensatory award increases from £86,444 to £88,519. 

Click here for the full table of increases.

Minimum wage and national insurance threshold increase 

From 1st April 2020:

  • 25 and over – increase from £8.21 to £8.72
  • 21 to 24 – increase from £7.70 to £8.20
  • 18 to 20 – increase from £6.15 to £6.45
  • Under 18 – increase from £4.35 to £4.55
  • Apprentice – increase from £3.90 to £4.15

From 6th April 2020, the national insurance threshold with increase from £8,632 to £9,500 a year. 

Announced in the budget last week, the Government plan to increase the National Living Wage to £10.50 per hour by 2024. The Chancellor also plans to reduce the age of entitlement from 25 to 21 by that time as well.

Maternity pay and shared parental leave

The Supreme Court has recently declined an appeal mean that it will not amount to sex discrimination if you pay the statutory rate for shared parental leave to men, while providing enhanced maternity pay to women.

Get in touch if you’d like support in updating your employment contracts or anything else within this update.

Lay-off and short-time working flowchart

Posted on: March 18th, 2020 by Ginny Hallam

If you’re thinking about lay-off or short-time working, we’ve created a flowchart to support you with your thoughts. We’ve uploaded it to Intelligent Employment so those of you with access to our platform will find it in the new ‘flowcharts’ section.

If you don’t have access to Intelligent Employment, let us know and we’ll be able to explain the fee for the flowchart or for Intelligent Employment.