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Keeping up to date

We take seriously our responsibility to keep you up to date so that you can use changes in employment law to commercial advantage. By understanding and interpreting the latest case law and legislation we can deliver updates to you that are concise and usable. With imagination, we are able to ensure that developing law can be used to allow you to achieve commercial solutions, cost effectively and expediently.

Executive People Update

Posted on: July 23rd, 2019 by Ginny Hallam

As part of keeping you in our focus, our exec people update ensures you’re on top of the latest people opportunities, challenges and legislative changes so you’re ready to update the Board.

If you want more insight, give us a call or send us an email and we’ll make sure you’re fully up to speed with all the detail.

40% increase in employment tribunal calls to ACAS

New data in the 2018/19 report from ACAS shows a 40% increase in Early Conciliation calls from individuals who intend to sue their employer at tribunal. That said, of the 39,000 calls of this type, just under 10% ended up in front of an employment tribunal (either because the individual withdrew or settlement was entered into). Watch out for our take on tribunal trends in future updates…

Holiday pay should include voluntary overtime (sometimes)

We’ve been given further clarity on what needs to be paid to employees during their statutory four weeks’ annual leave. Provided the pattern of overtime is ‘sufficiently regular and settled’, the court was clear the overtime pay must be included within the holiday pay calculation of four weeks’ statutory leave – even if the overtime is voluntary.

Living Wage accreditation 

Join Ikea, Nestle and Aviva in securing accreditation from the Living Wage Foundation, if you:

• Pay the ‘real Living Wage’ to employees aged 18 and older (£9.00 or £10.55 in London)
• Provide at least four weeks’ notice of shifts
• Provide an accurate contract that reflects hours worked
• Provide a contract with a guaranteed minimum of 16 hours a week.

Why pay it? 86% of businesses say it’s improved their reputation…

Parental bereavement 

It’s truly tragic circumstances that give rise to such legislation, but The Parental Bereavement (Leave and Pay) Act is due to come into force in April 2020. It affords two weeks’ paid leave for parents who’ve been employed continuously for 26 weeks and lost a child under the age of 18. We’ll be updating our policies on Intelligent Employment to ensure you stay ahead.

Give us a shout if you have any questions and we’d be delighted to chat through with you.