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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.

Contagious concerns?

Posted on: February 27th, 2020 by Ginny Hallam

We’re receiving an increasing number of queries about how to deal with employment related concerns about the virus.

Here’s what we’re advising:

  • Communicate regularly the importance of good hygiene – wash hands, catch coughs, bin dirty tissues
  • Check you’ve got up to date personal contact details for everyone
  • Make sure everyone knows how to spot the symptoms of the virus and who to speak to about concerns
  • Have a plan for disruption and avoid asking colleagues to travel to affected areas unless absolutely necessary
  • Keep checking the government website for guidance

Click here for what we suggest you share and communicate with colleagues.

Training – new laws and protecting your investment

Posted on: February 20th, 2020 by Ginny Hallam

“Train people well enough so they can leave. Treat them well enough so they don’t want to leave.” – Richard Branson

From 6th April you’ll need to set out the training you offer each individual within their employment contract. If you’re keen on training but more cautious than Mr Branson, a recovery of training costs policy might be a good idea.

It sets out what the employee has to repay of the training cost if, despite the training, they decide to leave. It can also cover what happens if there’s a repeated failure to pass an exam or there’s non-attendance.

If you use Intelligent Employment, the employment contracts within our platform now include the required changes, and we’ve also updated our training and recovery of costs policy.

Not using Intelligent Employment? Don’t worry! Get in touch to find out how to access our policies and a host of other awesome benefits for your business!

Good Work Plan – employment contract updates

Posted on: February 13th, 2020 by Ginny Hallam

The Good Work Plan means that by 6th April 2020 you need to have updated your employment contracts to remain legally compliant. In particular, every employment contract now needs to include information about training, opportunities for paid time off, and whether hours of work are variable (and lots more!)

Don’t worry though, we’ve got you covered! If you subscribe to Intelligent Employment, the contracts on our platform now include the required changes. We’ve also added a letter to the platform for you to give to your employees outlining changes made.

Here’s all the changes we’ve made, or what you’ll need to update if you’re not using our documents.

  • 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)

To make sure we’re providing Intelligent Employment users with the most straight-talking and engaging documents possible, we’ve updated the tone, clause names and order so our contracts are even more user-friendly.

If you’re not currently subscribed to Intelligent Employment, get in touch and we’d love to discuss how we can support you to update your contracts, along with all the other awesome benefits you’ll secure!

Executive People Update

Posted on: January 30th, 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.

Tribunal claims carry on climbing 

Claims show no signs of slowing according to the latest Ministry of Justice statistics. The latest figures show claims rose by 38% compared with the same three months in the previous year. We still don’t have any indication as to when tribunal fees will be making a comeback. Great legal advice, manager training, early conversations (and records of them!), consistent processes and a great culture are all valuable tools to avoid finding yourself on the wrong side of claim.

Parental bereavement pay and leave – 6th April 2020

Parents will have a day-one right to take up to two weeks’ leave to help them cope with the death of a child (under the age of 18 or stillborn after 24 weeks). To receive paid leave, they must have worked for you for 26 weeks. It’s not just biological parents – adoptive parents, anyone with parental responsibility for the child, and in some instances foster parents and family members who care for the child will be included. The two weeks’ leave can be taken in full, or as two separate one-week blocks.

Click here for our new parental bereavement policy.

Employment Bill 

Check out our latest update for confirmed changes in April 2020. In addition, the Employment Bill sets out a range of further expected changes for 2020 including:

  • A right to request a stable working pattern – all workers will have the right after 26 weeks’ continuous service
  • A right to neonatal leave and pay for parents – one week’s leave for each week that the baby is in neonatal care
  • Extending redundancy protection for women – from the point the woman notifies you of their pregnancy to six months after the end of maternity leave
  • Tips to be received by workers in full – a Code of Practice will set out how they’re to be distributed on a ‘fair and transparent’ basis

Time to talk

Thursday 6th February is ‘Time to Talk Day’ – aiming to get people talking more openly about mental health. You have a duty of care to your employees so it’s hugely important to up-skill your managers to create positive environments, support those in difficulty and be able to handle mental health challenges in the workplace.

We can support you with training – click here to find out more.

We’ll keep you up to date with the latest news on these new and expected rights.

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.


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.