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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: January 8th, 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 trends. Click here for more information about how we can support you to manage the latest changes.

Veganuary

Casamitjana v League Against Cruel Sports has just decided that vegans can be protected under the Equality Act 2019. That’s only the case for ‘ethical vegans’ whose beliefs extend to every aspect of their life, not just diet. So mickey taking and inappropriate ‘banter’ about such beliefs should be nipped in the bud to avoid the potential for harassment claims.

Getting ready for April 

1st – Wage increases: The National Living Wage is increasing from £8.21 to £8.72 (for workers aged 25 and over). The National Minimum Wage will also increase:

  • Workers aged 21 to 25 – from £7.70 to £8.20
  • Workers aged 18 to 20 – from £6.15 to £6.45
  • Workers over compulsory school age under 18 – from £4.35 to £4.55
  • Apprentices – from £3.90 to £4.15

4th – Gender Pay Gap reporting: the deadline to report for all businesses that had 250 or more employees on 5th April 2019. It isn’t compulsory to accompany your data with a narrative, however it’s potentially the more powerful of the two. It gives you an opportunity to explain any negative data and your plans to address it, or shout about your successes and what you’ve achieved.

6th – The Good Work Plan:

  • All workers, not just employees, will have the right to an employment contract from day-one
  • The reference period for calculating holiday pay will extend from 12 to 52 weeks

It’s also a great time of year to update your employment contracts. Click here for our help.

6th – IR35: If you’re working with a self-employed individuals or ‘off-payroll’ workers, you’ll be responsible for determining their employment status. If they’re deemed to be employees, then you’ll also be responsible for their PAYE and NICs too (plus any penalties from HMRC if you get it wrong!).

Click here if you’d like our support (if you use consultancy agreements, they’ll need updating).

6th – Termination payments: employer NICs of 13.8% will become payable on termination payments above £30,000. At present, only income tax is payable.

Holiday reminders

If your holiday year ends in March, now is a good time to be reminding all of your people about any annual leave they still have left to take. A change last year means that the position is no longer ‘use it or lose it’. If you’re not taking proactive steps to remind employees or don’t have a system in place to do so, they could potentially carry over up to four weeks’ holiday into the next year.

Click here to find out more about Intelligent Employment Hub – our cloud-based people system designed to make managing holidays a breeze, and make your people processes more efficient.