Skip to main content
As part of keeping you in our focus, our ‘legal lightbulb’ update ensures you’re on top of the latest changes in legislation, case law, and people trends.

Increased penalty for illegal working

The Home Office has updated the ‘Employer’s guide to right to work checks’. Applying to any right-to-work checks completed on or after 13 February 2024, fines for repeated breaches of the right-to-work scheme have increased to £60,000 per illegal worker (the first breach is capped at a maximum of £45,000). The increased penalty doesn’t apply if you’ve ended any illegal working identified on or before 12 February 2024.

Gender pay gap reporting

The 04 April 2024 reporting deadline is approaching to submit 2023/24 reports (or 31 March for public-sector organisations). If you employed 250 or more employees on the ‘snapshot date’ (05 April 2023) you need to submit a report and base your calculations on payroll data taken on this snapshot date. You’re not legally required to provide a supporting narrative, but there are reputational benefits in doing so to create the context for your report and set out your action plan for closing any pay gap you might have. Click here if you want to discuss with us your approach to gender pay gap reporting.

Increase in long-term illness

Figures from the Office for National Statistics show that 2.8 million people are economically inactive due to long-term illness – an increase since the end of the Covid-19 pandemic. Maximising occupational health guidance, greater flexible working, and supporting individuals with caring responsibilities have been highlighted as key drivers to tackling long-term illness and encouraging individuals back to work. If you have an absent employee and you’re struggling to secure their return, contact us here.

Annual increase to tribunal compensation limits

From 06 April 2024 the following increases will take effect:

  • A week’s pay (for the purposes of statutory redundancy pay calculations and calculating a basic award in the Employment Tribunal) will increase from £643 to £700; and
  • The maximum limit of a compensatory award in the Employment Tribunal will increase from £105,707 to £115,115.

People diary dates – April 2024

05 – Walk to Work Day

01-30 – Stress Awareness Month

01-30 – Active for April

Get in touch if you’d like to discuss anything we’ve covered in this update and how it might impact your business. 
This update is accurate on the date it was published, but may be subject to change which may or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.